Pike Place Fish Market

“Pike Place Fish Market”

a) Before the manager was a very tyrant owner and did not let the employees do things the way they normally do. The manager told you what to do and how to do it. Now the manager is very open and supportive. He used to have very high activation negative emotions and now he has high activation positive emotions. The improvement and job satisfaction and reduced turnover can be traced to the employees’ attempts to introduce more positive emotions in the workplace. They started to have more “fun” with each other and with customers, having competitions of fish throwing, and trying to be (or thinking that they are) world famous. These positive emotions translate into positive attitudes toward the company and co-workers. The relationship between employee satisfaction and customer satisfaction is evident at Pike Place. Happier employees transfer these positive emotions to customers (called emotional contagion), which make customers feel happier about visiting Pike Place. Happier employees are also likely to perform their jobs somewhat better (there is a moderately positive correlation between job satisfaction and performance). Third, happier employees are less likely to quit, which means that they have more experience and knowledge to serve clients better.

b) Goal setting is the process of motivating employees and clarifying their role perceptions by establishing performance objectives. At Pike Place the manager hires an employee by giving them a position if they fit the team. He makes sure that the employee will commit to the job and not just expect to be told what to do all the time and when to do it. He looks for an employee that knows their time-frame, is measurable, and achievable. Effective goal setting will not only improve an employee’s performance by amplifying the intensity and persistence of effort, but also give employees clearer role perceptions so their effort is channelled towards behaviours that will improve work...