BRAUMS

GABRIEL SHOAIB
MOHAMMED
SHEIKH
HARIS MIANOOR
WALEED JAFFAR
MOHBBEEN
IMRAN
PARTH VAGHELA

Braums Mission
Braums Ice Cream and Dairy Stores just the name conjures
up visions of scrumptious ice cream, giant hamburgers, dairy
fresh milk, fresh baked goods, even meats, fruits and
vegetables. So whats the story behind Braums? Well, we can
sum it up with two words vertical integration. Basically it
means that we believe that if you want something done
right you do it yourself. A concept that Founders, Bill and
Mary Braum and their children are proud of.

History of Braums
1933: Henry Braums (Bill Braums father) leased a
small butter processing plant, and milk was also
added.
1940: Bill Braum decided to go to University of
Kansas, and graduated with a Business
Administration Degree.
1952: Peter Pan Ice Cream was created.
1961: Bill purchased and took over the company.
1967: 61 stores were open. Sold everything to a
large wholesaler. Opened up the first Braums in
Oklahoma City. Along with 23 more stores.

Structure of Braums

Total Employess:11-12

Total Managers:4

Manager and Employess:13-16

On Duty

Managers:1-2

Kitchen:1

Front Fountain:2-3

Runners:1-2

Grocery:1

Stress
Role

Conflict-When others have conflicting expectations

of what an individual needs to do

Role

Ambiguity-When an individual has a lack of

direction and info about what needs to be done

Role

overload- When an employee has too many

demands to work effectively

Time

Pressure- The sense that the amount of time

allotted to do a job is not quite enough

Stress Recommendations

- To improve stress during a rush period,

managers should allow the employees to take a
small ice cream cone home after a long shift on
weekends.

Motivation

Expectancy Theory

Expectancy- amount of effort will correspond with their

performance
Self

Efficacy- capability to execute behaviors for task

success

Instrumentality- performance will result in corresponding

outcome

Valence- value of outcome is associates with performance

Ex:

salary raise, bonuses, promotions, and skill

development have different values according to different
perceptions

Extrinsic-

Result of level of performance (praise, benefits,

etc.)
Intrinsic-

Felt while performing (enjoyment, knowledge gain,

lack of boredom)

Motivational
Recommendation

Quarter-year bonuses

Low bonuses every 3 months or so for employees

with the most employee of the month awards or
by showing dedication and workmanship

Tip Jars

Split the tip jars at the end of the day between

servers/cashiers and hours worked in that
position

Communication

Transference and Understanding of Meaning

Any source of sending and receiving messages

Good Communication:

Control

member behavior, provide

information, release emotion, and foster
motivation towards tasks

Examples
Actions,

of Communication:

facial gestures, body language, tone

Communication Process

Drive-Thru:

1.

Worker receiver message by customer threw headset

2.

Feedback is provided by asking customer for assistance

or giving the total

Channel: Headset and speaker in the drive-thru

Formal Channel because Braums itself provides

technology for message to be transferred

Informal Channel Communication

Messages That are Transferred Personally

threw choice

Example:

When workers talk to

cover one anothers shift

Needed

in all workforce especially

places with multiple employees
such as Braums

Oral

or Written communication
but channel remains to be Braums

Braums Avoiding Barriers

To

Avoid Information Overload

Braums try teach the workers
slowly and take time in training

Great

at Avoiding Language and

Cultural Barriers

Example: Workers are told to inform

Islamic customers know items
that contain gelatin

Communication
Recommendation

Making sure all of the batteries are charges and

ready to use on headsets for every shift.

Job Performance

Counter-Productive Behavior

Employee behaviors that intentionally hinder

organizational goal accomplishments

Job Performance
Recommendation
Expectancy

Theory- provide some sort of value for

the work the members are doing so they are able to
see a valuable outcome

If

any member of the team feels like their efforts are

not noted or valued then they will not put in the
required efforts that are needed to accomplish team
goals.

Everyone

on the team should be able to keep their

minds concentrated constantly.

Providing

some incentive will give members the

motivation they need to continue working and
perform at higher levels.

Questions?