C. How can that action or set of actions be implemented? Explain the steps you would take to implement the solution, giving specific examples. Consider these questions: 1. Who will be involved in the solution? 2. What will happen to make this solution work?
Ethnic Audit Questions 1. Board Members Does the board let each board member know what is expected of them, and what their role is to the organization? This is important because if the board members know what their role is and how important they are to the organization, they would be more productive, and will be working for the best of the organization. 2. Employees Are there policies in place to address conflict between staff and or clients?
Two factors that I would add to the benefits and compensation package would be a 9/80 schedule and employee discounts. Adding a 9/80 schedule to the compensation and benefits package will allow a full time employee to take one day of paid time off every two weeks. Working 9 hours a day for one week (5 days) and 9 hours for four days the following week. The time off will allow employees to take care of personal business during that day, to help reduce people taking random days off and calling in. The next addition to the benefits and compensation package would be an employee discount program.
Making the customers aware of the fact that we are not profiting out of making business with them and asking them to contribute towards more profitability or at least a break even in some of the cases would help a great deal. 3. RENEGOTIATE YOUR VALUE PROPOSITION – reconsidering your value proposition that we are offering to the customer is also an option where in we can change the value we have been offering to adjust for profitability. 4. Migrate Customers – creating a scenario where in we could migrate some of the customers or products and make a diversification 5.
Happy customers become repeat customers. Strive to help the customer can ultimately lead to better customer satisfaction. The benefits include: Saving time – can buy from
Conduct an economic analysis of each supplier’s proposed equipment, probably utilizing the life cycle costing approach. 3. At this point, Sampson now has a general idea about the strengths and weaknesses of each supplier’s proposal. Before going further, it would be a good idea to talk with several randomly selected customers (buyers of similar equipment) of each of the suppliers to get a reading on their perceptions of the suppliers’ respective performances. 4.
Reduced absenteeism, though often overlooked, is also a legitimate business rationale; flexible options not only strengthen commitment, but also give employees more time to handle the very situations that sometimes lead to absenteeism. Flexible work programs provide a way for businesses to increase employee loyalty without resorting to making fundamental changes in their operations. The most popular flexible work options are those that involve the least change. Flex-time and compressed work weeks, for example, call for the same number of hours, at the same workplace, as in traditional work arrangements." In addition, some supporters of flexible work arrangements argue that such programs can actually have a positive impact on the productivity of employees.
Review/Analysis of the Case /Answer to question #1 Xcel’s decision to change from paying the employees for their suggestions to a merit pay is a better strategy. Focusing on the job and getting the work done in a quick professional manner is a far better way for the company to spend money. This is not to say employees should not contribute their ideas to the success of the company, but there needs to be an overall focus to meet job performance as well as customer service. Answer to question #2 As not to discourage employees from making suggestions on ways to help or improve the company, Xcel may want to offer employees other incentives or rewards when certain number of suggestion are implemented per employee. Incentives could include a number of paid days
This deviant increase illustrates the problem. The compensation could attract and incentive employees to have a better performance for individual. As well, if Media General implements compensation for its employees, it would care less risk on financial performance. Employees are more likely to pay efforts on the current job and help the company to achieve its financial objective. Meanwhile, learning and growth is the basic level in balanced scorecards.
Tesco uses a workforce planning table to establish the likely demand for new staff. This planning process runs each year from the last week in February. There are quarterly reviews in May, August and November, so it can adjust staffing levels and recruit where necessary. This allows Tesco sufficient time and flexibility to meet its demands for staff and allows the company to meet its strategic objectives, for example, to open new stores and to maintain customer service standards. Through ‘talent planning’, Tesco seeks to fill many vacancies from within the company.