The inspection of the bags is also leading to inconsistent quality among bags being delivered to customers and the business is receiving complaints. Plastco is current providing 20% indirect compensation with seniority being given more. The problem they are facing is the fact that benefits such as these normally being offered in a human relations strategy should aid in retaining and attracting employees, however this is not happening. Therefore, it is a problem with the combination of indirect benefits being offered to employees. To address this issue they must re examine their current benefits and efficiently implement a benefits package that matches the goals of the organization such as providing high quality bags at an effective rate.
• They did not identify, and manage, risks relating to the health, welfare and safety of patients. • They had not responded to or considered complaints and views of people about the service. • Investigations into the conduct of staff were not robust and had not safeguarded people. • They did not take reasonable steps to identify the possibility of abuse and prevent it before it occurred. • They did not respond appropriately to allegations of abuse.
They did not identify and manage risks relating to health and safety of the patient. They did not take reasonable steps to identify the possibility of abuse and to prevent it before it occurred. They failed in their responsibilities to provide appropriate training and supervision to staff. They did not operate an effective recruitment procedure. They id not respond appropriately to allegations of abuse.
This company is losing employees due to poor pay plans and new competition coming into the area. This stimulation gives a true work setting situation. The team sees the options and gathers information based on different variations. The group was able to use the extra help and information links provided to gain more knowledge of the company’s current concerns and issues. The main problem with the evaluation tools and techniques when encountering the company issues was hard to determine.
| Customers | Customers can stop buying products displaying the john Lewis logo, word of mouth means that john Lewis can be seriously damaged by customer shifts. They have a huge influence on the aims and objectives of john Lewis. However john Lewis may feel that it has sufficiently strong, brand loyalty to ignore customer input. | Employees | Employee can make john Lewis alter their aims and objectives to include staff needs and wants, john Lewis altered their company objectives to include the working conditions of its staff, however a set time when unemployment is high, employers are in a position of greater power as employment is harder to find. | Trade union | Unions mainly focus on the treatment and pay of the employees.
What works for one salesman may not work for another. Some may like recognition and some may not. There are many different things you need to learn about each salesman before you can effectively manage them, and that takes time. It is also not fair to the salesman to have to keep reporting to a different district manager each time they are replaced. This will cause a lack of consistency in teaching from the management side and discipline of the employee in balancing both clients and management.
Threat of Substitutes: Management consulting firms are one of the threats for substitution. (“Management Consultants doubled as potential clients as well as direct competitors in terms of offering digital strategy”, p.9, para 2). Another outside industry threat is the IT firms. (“Huge found itself pitching against an IT company who were offering many of the services as Huge” p.9, para 3). Another threat of substitute could be companies hiring in house people to save costs, in which case they will have to compete with them in terms of attracting talent as well.
To maximize profitability among competitors, an organization might need to realign its business lines by centralization or outsourcing. Wherever there is change, there is resistance. Resistance to change stems from human characteristics such as perceptions, personalities and needs. Change can be frustrating if it is perceived as disruption to routines or status quos. This is threatening because it creates a fear of the unknown future as well as failures.
I cannot be too harsh on this considering that many projects do not go as planned, on schedule or on budget but this did raise a red flag in the mini case. When the business side created a solution to the above issues by requesting some IT staff come along with them to see how the IT and business can connect, there was a huge issue on the IT side being able to allocate staff to go because
Not only do partly assembled products cross over several work areas, joiners often work on several part finished items at once and the joiners are almost climbing each other to do their work. Furthermore, the main time losses were found to be the result of general delays caused by congestion, interference, double handling and rework to rectify in process damage. Thus, it is not that efficient and effective in helping the company. I feel that this system must be changed to improve and reach the goal of having more profits. Suggestion To improve the efficiency of Boys and Boden, a proper layout flow should be set up.