ce for a given project. This is mainly because of fear of the task being handed to a different employee if they can't accomplish the task handed to them. As the Food Service Director magazine reports that employees think, "it doesn't matter what I do, I may have done everything right, but I didn't do one thing quite right, or exactly the way my boss wanted. And, I get nailed to the wall for the one thing. I never hear about what I do right, only what I do wrong" (Food Service Director Magazine). When employees have the mindset of believing that they can't perform a task, they usually tend to give up. In addition, at their best employees only put in half the effort that would be needed to get the task accomplished. As stated by Thad Green, "Motivational problems happen because performance expectations are unrealistic, workloads are impossibly high and training fails to keep pace with employee needs" (155).
             In contrast, there are three main methods to be followed in improving employee confidence: Recognition, giving employees responsibility or empowerment, guidance and mentoring. In order to achieve a sense of recognition with organization employees, the organization has to respect their employees, evaluate and reward their employees, and celebrate their achievements. Recognition could be as simple as knowing your employees by face, or better yet by name. Knowing employees personally could bring a sense of respect to each individual employee. Works Management magazine states that by "giving recognition for contributions makes people feel valued. If they don't feel appreciated, their motivation tails off rapidly" (11). In order for employees to feel recognized, managers have to give their employees respect. "A recent survey of small business owner by Washington, D.C.-based advocate National Small Business United found that simply respecting and valuing employees wer...