Analysis Of Permit To Operate ( Speed To Market )

1. Explain the concepts of reputation capital, corporate identity and the four elements of the expanded reputation formula of Doorley and Garcia (2015)

Need to bond with our fellow humans… establish room for socialization and a strong culture. There is an enormous boost in motivation when employees feel proud of belonging to the organization and feel that they have a ‘work family’.

Similarly as with all business activities, the moral operation of an organization is specifically identified with gainfulness in both the short and long haul. The notoriety of a business from the encompassing group, different organizations and individual financial specialists is fundamental in deciding if an organization is a beneficial speculation. On the off chance that an organization's notoriety is not as much as ideal in light of the observation that it doesn't work morally, financial specialists are less disposed to purchase stock or generally bolster its operations.

We want to maintain a close working relationship with all our employees based upon cooperation, common goals, and providing the best possible working conditions we can.

Change had to take place and what we used to do under the old management we could not do under the new management. This created a mass breakdown with the old employees and with the new management. People was not accustom doing certain task but the new mandate leadership had taken over to show how both the old employees and the new management could work together to resolve issues. One of the isssues was about how to stock the new shelves without overstocking them. We have staff members that was used to overstocking the shelves so the stock room would not have merchandise in the back. With the new management they want no overstocking in the isles because it makes the isles look bad and all the merchandise that was on the bottom would never be sold because they would be dusty and out dated. So the overstock in the isles had to be stop.

This case study is in our new appointment in Paddabooks, Alabama. The issues that we are challenged with upon arriving deal with this noncompliance thrift store. This store has many issues that need to be addressed in order to ma make it profitable. There are two options that can be made here in this case study, close the thrift store or leave it open. Both options will equally have an impact on the Corps and the officer. If the store closes the officer will lose a source of revenue. This would require that the officer spend time searching for other types of revenue to supplement the income that has been lost by closing the store. Although, this looks like an option that would eliminate the challenges the officer faces keeping the store open, in reality it would create another challenge that needs to be addressed sometime later. If the store remains open, then the challenges the officer faces are immediate.

After working at NASA, Jim Goodnight noticed that people never talked, were expected to work their full allotment of hours, and that workers were treated differently. Goodnight’s company trusts their employees with their work hours and they are treated equally. On average, most companies have an employee turnover of 20 percent and SAS Institute has an amazing employee turnover of 4 percent. SAS Institute focuses specifically on their work culture. On the company campus they have a gym, health center, childcare center, and break rooms on every floor filled with snacks and drinks. Also, each employee is given their own office to work in; there are no cubicles. Money is a motivator, but only to a certain extent. However, having fun and enjoying the work is the best

“Blank” Retails have been the leader department store in our city since 1930 and throughout the years we have gone through up and downs as an organization. unfortunately the latest competition has got the best of us, our sales have decrease dramatically and as we have feared and after giving it sometime and a lot of thought we are regretting to inform all of our loyal employees, that we have decided to go out of business we tried our best to prevent this from happening but the last day is expected to be January 1st 2017.We understand this news comes as a shock to everyone, but just like our employees have been extremely faithful and patient with us we would like to return the same treatment.

Workers should work to maintain and promote high standards of practice and support and advance the values, ethics, knowledge, and mission of the company.

3.Lack of funds limit level of investment to undertake (weakness)--It is hard to expand store operations when there is no money to invest. North must come up with an inexpensive way to promote store and increase profit.

“You guys are such a breath of fresh air; we are going to miss you when you are gone.” S, L. (2016, June 28). [Personal interview]. The Las Vegas group introduced a culture of positive reinforcement and can do attitude that reflected in the successful completion of the project. Perhaps, due to a lack of local leadership such a culture had dissipated at the New York office and needed to be reintroduced. Artifacts, one will find when wandering around the Las Vegas office are medals for excellent service called Best Shots, Letters of Appreciation, Banners and Awards reflecting the accolade received by the individual employees and the team as a whole. WFA has an almost infinite inventory of awards management can give to employees and even employees to each other for a job well done. When wandering the New York office, such displays were missing. These artifacts reflect the shared values of team work and excellent service, the fact that each employee is heavily decorated reflects that these are standards not exceptions. The assumption is that that a high standard of team work and excellent service leads to better work flows, which leads to client

The purpose of this self assessment is to help me understand how my organizations structure influences the personal needs and values of my coworkers.

Culture and Employee skills: Deep rooted quality consciousness and team spirit. Highly skilled staff and high morale. Good labor elation with effective policies leading to high level of empowerment.

Inevitable in any work place or whether union or non-union, when all the parts connect together, the result is a positive climate. As planning and putting a good budget plan for any project is essential, setting a plan for an important resource which it is the staff is essential also. The process of achieving positive relationships between staff are very important because they help to develop a plan for human resources. The needs of workers must be known in any plan or project. For example, when the organization's slogan is good service, so employees with very good experience in the field of services should be chosen to provide the appropriate service to customers. Also, must hire workers who believe of what the organization or the project trying to achieve. Also must provide all that is needed for workers as training and expertise to provide it sought to do the project. In addition, must determine what a technique that is used to lead the group, or the atmosphere in which workers will work in, is it energy, fun, passion or participation. As everyone needs a feedback, employees need it as well to encourage creativity and to provide the best. In addition to feedback, employees need rewards. When a certain goal of a project or a plan is reached, a celebration should be done as a team work in addition of individual bonuses.

The company employees are taught to see the company as small no matter how big the company earns. This gives them an opportunity to offer products of high quality. (Steers et al, 2013).To fulfill its dreams, the company works with employees who have a