Boost Juice Case Report


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Introduction – Boost Juice Case Report

Boost Juice is a successful company in the global market. However, the company leadership has failed to motivate employees resulting to an employee leaking the company’s confidential message in social media. The juice industry is very competitive and competitors would like to know the secrets of the success of Boost Juice. While employees should be allowed to access confidential information in an organization, effective leadership skills and styles are required to ensure that employees do not disclose this information to the unauthorized parties. Leaking organizational confidential information such as recipe of the top selling brands on social media shows a failure in leadership. Boost Juice Case Report.

The management issue at hand is that Boost Juice is too transformational in leading employees and hence it should include also transactional style. Leadership and employee management are very important in any organization and hence they have attracted several researchers and practitioners (Singh 2008; Hayat, Hasanvand, Nikahlag & Dehghani, 2015). Organizations depend on the trustworthiness and trust of their employees in order to maintain their market leadership (Elenkov, 2002). According to Ojokuku, Odetayo and Sajuyigbe (2012), the success of any organization depends on the effectiveness of the leadership styles used. This report therefore argues the need to integrate transformational and transactional leadership styles to effectively manage the employees and compete against the rivals in the market. Boost Juice Case Report.

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However, evidence has indicated that non- financial rewards have better results for employee motivation as compared to financial rewards (Harter, Schmidt & Hayes, 2002; Al-Dmour & Awamleh, 2002). Employees feel appreciated and respected when they are recognized for their performances and efforts. Boost Juice Case Report.

Employee compensation increase motivation and satisfaction levels. Employees put effort in their jobs because of the compensation they get. The level of compensation determine the rate of employee motivation and hence the level of performance and productivity (Ojokuku, Odetayo & Sajuyigbe, 2012). Low and unequal compensation demotivates employees and hence they lower their performance and productivity rates. Boost Juice Case Report.

Conclusion

Boost Juice clearly has a management problem of unethical behaviour among employees which is demonstrated by one staff member leaking recipes for several top selling brands on the social media. After a clear review of the literature, the best way to address to the employee behaviour is to integrate transactional and transformational leadership styles and using expectancy theory of motivation to explain the employee behaviour and how it can be addressed through effective human resource management. In summary, the company should employ training, rewarding and compensation strategies to address unethical employee behaviour. Boost Juice Case Report. 

List of References

Al-Dmour, H. & Awamleh, R. (2002). Effects of transactional and transformational leadership styles of sales managers on job satisfaction and self-Perceived performance of sales people: A study of Jordanian manufacturing public shareholding companies. Dirasat: Administrative Sciences Series, 29(1): 247-261

Elenkov, D. (2002). Effects of leadership on organizational performance in Russian companies. Journal of Business Research, 55(6): 467-480

Gartton, L. & Ghoshal, S. (2003). Managing personal human capital: New ethos for the “volunteer” employee. European management journal, 21(1), 1-10.

Graves, L., Sarkis, J. & Zhu, Q. (2013). How transformational leadership and employee motivation combine to predict employee pro-environmental behaviours in China. Journal of Environmental Psychology, 35(2): 81-91. Boost Juice Case Report.

Harter, K., Schmidt, F. & Hayes, T. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2): 268-279

Hayat, A., Hasanvand, M., Nikahlag, S. & Dehghani, M. (2015). The role of leadership styles in knowledge management processes. Journal of Health Management and Informatics, 2(2): 29-41

Lunenburg, F. C. (2011). Expectancy theory of motivation: Motivating by altering expectations. International Journal of Management, Business and Administration, 15(1): 1-6. Boost Juice Case Report.

Ojokuku, M., Odetayo, T. & Sajuyigbe, S. (2012). Impact of leadership style on organizational performance: A case study of Nigerian banks. American Journal of Business and Management, 1(4): 202-207

Shah, T., Nisar, M., Rehman, K. & Rehman, I. (2011). Influence of transformational leadership on employees outcomes: Mediating role of empowerment. African Journal of Business Management, 5(21): 8558-8566

Simone, S. (2015). Expectancy value theory: Motivating healthcare workers. American International Journal of Contemporary Research, 5(2): 19-23

Singh, S. (2008). Role of leadership in knowledge management: A study. Journal of Knowledge Management, 12(4): 3-15. Boost Juice Case Report.