Ultimately creating a district manager position would allow Dalman to focus on expanding the business on a faster scale, and not focus on these issues. This would fall on the lap of the district manager who would take over training, visitation, and any and all emergency issues that may arise. When the position of a district manager is created, the dilemma of who that individual might be would now be an apparent item. If the decision is made by Dalman to promote from within the company, this decision would allow the individuals who are looking to take a more active part in the business, and are looking at long term career advantages, a chance to promote. This promotion would not only allow the individual to take a more active part in the business, but also would reward that person for the hard work that they have accomplished since starting with Sandwich Blitz.
The first reason I say this is because that is what the managers and assistant managers are getting paid to do. They are employed to make sure that they put the best people in the right positions to make the company succeed. The second reason that I feel that they should do the hiring themselves if because they should have a good idea if an employee will be a good fit for the company or not by going through the interview process themselves. An outside agency may get paid on the “per body” that they hire for Tanglewood. If that is the case then they may just want to put a warm body in that spot so that they will reap the benefit.
By hiring internally, it can cultivate a stable, committed workforce. This will allow their employees to use the internal labor market as a springboard for launching long-term career with the organization. External hiring might also be necessary when there is rapid organization growth, especially with their upcoming expansion project. Core or Flexible Workforce. Due to Tanglewood’s upcoming expansion project, they would possibly need both types of
I’m all for proving superb customer service by rewarding loyal customers it is a great idea and many other stores are doing similar methods for customer service. It is also a great way to learn so that if I want to move up in the company one day I will already be used to working on projects similar to this. 2. If you were part of the management team at Petrie’s Electronics, would you approve the project outlined in the scope statement in Figure 4-1? What changes, if any, need to be made to the document?
It also enables current workers to learn to be self sufficient and to think like managers. By developing talent within the current organization you are showing your employees that you value their service and believe they are the best fit for the job. Because most employees will already have an understanding of what the culture of the company is supposed to be it will be easier to develop the sought after KSA’s. Hire Yourself or Outsource This is a tricky question, but in my opinion it makes sense to keep the recruiting and selection process entirely in-house because of the unique requirements for employees in this organization. Because this company’s goal is to maintain a strong culture across all stores it makes sense to continue to hire yourself so that you can be looking for the unique traits and KSA’s that will best integrate with the company and uphold the unique culture.
The case study focuses on the possible merger of two companies, Woodmere and Homehelp. Both companies show that they have a lot of good thing going for them but could do with some help to bring them out of the place they are in and in to a higher market and even more visibility and profit. Woodmere looking to gain offers its reputation and cliental that they have built; Homehelp is bringing their youth and eager motivation to spark new life into the Woodmere Company that’s looking to reach more people and stay buy continuing to push a time based logistics form of business. Homehelp is looking to improve on their company with all the energy youth and motivation all they are looking for is the right business venture to possibly join forces. The case study pits a situation where a member of each company discusses the possibility of merger and goes over there ups and down of their company while pushing the idea through to their co-workers and executive team members.
A favorable first impression and interview will “make it or break it” for many people in this competitive job market. Once a stellar interview has landed you a good job, interpersonal skills will determine your ability to attain promotions and build rapport with coworkers and clients. Great interpersonal skills are also an attribute of a good leader. Leaders will demonstrate accountability and the autonomy necessary for today’s workplace. In conclusion, Today’s workplace requires specific knowledge in the form of technological skills in order to remain competitive.
I thrive on the challenge of demanding positions that permit me to continue to learn and grow within a business. Part of the culture of the company would provide a safe place and structured so that the employees are comfortable within the environment. It would be essential for the company culture to provide valuable resources to perform my duties at the highest standards possible. To complete tasks whether individual or as a team, it is important for employees to have the correct tools to be successful within the proper amount of time. Teamwork centered is an outstanding way to build a network with other people to share information with other employees, customers, or suppliers.
Successful companies understand the powerful impact customer-defined quality could have on their business. For this reason many competitive firms continually increase their quality standards and a large part of this TQM philosophy is to empower all employees to seek out quality problems and correct them[1]. An organization responding to the needs of empowering its employees needs something very different – an honest, reliable assessment of the strength and weaknesses of its relationship with its people. These needs can only be met through Voice of the Employee (VoE), a research methodology designed to support evidence-based, employee driven change. VoC provides valuable insight into what about the product or service that customers find valuable, and what they find annoying or useless.
Some companies generate their organizational structures based on the functional areas of business, creating different departments once the business has been properly established and taken on a reasonable number of employees (Riley, 2012). Organizations employ managers who are the head of a functional area or department and have responsibilities depending on the needs of the organization. The management function bears significant amounts of responsibility and accountability for which a manager has authority in the organization. The role of the manager is to plan, organize, direct, monitor and evaluate success in all functional areas of management. The role of the manager is crucial to any organization because people need guidance and leadership to help accomplish goals.