Tanglewood Case 1 Through the expansion of the company there have become some inconsistencies in management styles between stores. In this report I will break down several different strategic staffing decisions that need to be made in order to create a consistency across all stores in the organization and ensure that the original culture is observed and followed company wide. Staffing Levels Acquire or Develop Talent Because the main goal of the company is to get back to the original culture throughout all branches it makes sense to develop talent from within the company. This encourages the current employees to care more about the company and allows for a more productive workforce. It also enables current workers to learn to be self sufficient and to think like managers.
Contingency Theory has various styles of leadership and no two workers are motivated the same way (Lewis, Packard, & Lewis, 2007, p. 278). Based on the interaction on how the supervisor and the employee’s role intertwined with each other it was clear to see that the supervisor assumed and expected certain expectations in the workplace and assumed that along with that the client’s needs would also be met. As we seen the situation play out we also noticed the lack of motivation to practice the token system with the clients coming from the employees’ point of view. The challenge there was that competency and practice of the method were not being held to the same standard as the supervisors’ vision. If the supervisor has a strong sense of that method and knowledge of it, the employees were not reflexing the same in this example.
As the OD professional, we are trying to tap into what is causing these inner conflicts within the company and how best to fix them. 1. The outside image of Ben & Jerry’s does not reflect the companies internal workings. It is often said that both Ben and Jerry are very lax with the business side of their company. It is mentioned that Fred Lager is more experienced with running a modern organization and he recommends that Ben and Jerry host a team building retreat with the Leadership team of the company.
Job Skills Necessary for Success In society today the skills needed to be successful in today’s workforce may differ depending on careers chosen. Although, there are some expectations that are expected and remain the same, for example: being well groomed, being punctual and, having a good attitude. As with any job there are many steps to take before you are even able to show an employer the skills that you possess. Of which many employers have used to evaluate you before you even have the opportunity to sell yourself as a good candidate for the job. Many employers now evaluate the applicant’s credit report, although it does the employer no good knowing what companies you have or have not paid it tells them a whole lot about how responsible the person is; which is one of the most essential skills needed to be successful in today’s workforce.
The inspirations of workers can a large problem for managers in business. To maintain a level of performance in every department including production, this problem can sometimes take away from the inspiration of employee problem. Workers do not only require one type of motivation but various
As time progressed customers lost that level of commitment to the stores. That loyalty that they felt was no longer present. The CEO felt that this diminished level of emotional connection to kinkos was because their services were not differentiated. They offered nothing that other stores did not. (case) Despite all the measures that kinko’s executive learn led by CEO and president Gary kusin had taken to cut cost and place the company in a position of sustained profits, revenue generation seemed to have been elusive ideal.
Often in organizations with a larger number of employees and in some smaller companies with employees that work as a collective, It is important to keep each other (colleagues) informed about your progress so that they can plan and priorities their workloads around you. If someone is relying on a piece of work from you to complete their own tasks then it is important to keep people informed of where you are. By doing this you can also gain information on timescales, when this work needs to be completed. If you are unable to complete something by the time requested then your colleagues will have to re-prioritize their own workloads to fit around you and by keeping people informed of your progress you can show that you are on track with your work. Aside from common courtesy, it is possible that separate activities and tasks or further work may depend on you completing or fulfilling yours so the necessity to notify your colleagues of any changes that are being made.
High employee turnovers seem like a serious problem without any type of solutions. However, it can be controlled even stopped with a few possible solutions (Capko). One way to lower turnovers within the workplace is to hirer the right individuals from the start. One should review the application or resume for the profession to see if they will fulfill the requirements solely from the application or resume. Secondly, an interview should take place.
1. Describe your perception of the situation. I viewed the interaction as one with many opportunities for improvement on both sides of the desk. The mentor may have been teaching the duties that Toya was hired to do, but she lacked what a good teacher should teach. It is one thing to list the things that are required to be completed each day, but it is another thing to teach the best way to do those duties and even more on how a person in that position can offer a bigger value than just getting it done.
Entry level positions such as cashiers, custodial, and warehouse could be acquired externally as long as the candidates are qualified for the positions. However managerial positions should be developed within the company because the workers are more likely more familiar and comfortable with the company’s cultures and norms. Of course there are exceptions and variable but I think this would be the preferred guideline to be followed by all stores. Tanglewood would definitely benefit from hiring as a company. I don’t think the company needs the aide of outsourcing their hiring because that would require a third party to come in and hire workers for a company where they don’t know exactly what they want in a potential candidate, where as a hiring manager for a store knows what characteristics to look for that would best match the store’s culture.