Case study on cafe expresso

This report completed by observation of how management works and what type of leadership in the costa coffee shops in the UK, the establishment based on chain of coffee shops around the country and has many employees who comes from different background and walks of life which represent Cost company as a rich culture to attract many customers to increase their revenue.

Marketing is a competitive field that companies outdo each other to make a profit. Café Campesino is a retail-based company that assists farmers to sell their products in a fair and profitable trade. The American coffee industry is that which is on growth with more than 64% of American drinks an average of a cup of coffee a day. The coffee industry just like other agricultural products is affected by a host of factors from climatic variations to fluctuation of prices. This paper seeks to look at Café Campesino's marketing plan in the coffee industry. The paper appreciates the effect

Performance management relates to an organization’s ability to implement a system to evaluate and advance employee performance. Achieving peak performance requires consistency, clear objectives, and constructive employee evaluation. According to Mithas, Ramasubbu, & Sambamurthy (2011), an organization must design the performance management system based on extensive research about the organization’s mission, and then properly communicate the purpose of the system to employees, stakeholders, and decision makers. After the performing the research, the information should be used to establish the appropriate performance management specialized for the organization. In addition, an effective performance management system should align

Performance management is a tool that managers use to ensure that their companies remain at the top of their competitive edge. The Chartered Institute for Personnel Development (CIPD, 2008), defines performance management as a method by which individuals and teams are managed in a way that achieves high performance at an organisational level. The individuals within the organisation share an understanding of the achievement goals of the organisation. In order to achieve this, a general strategy is created, with each individual within the organisation understanding his or her role and requirements within such a strategy

Morrison Restaurants is a good example of an organization that believes in strategic management. The article details the steps taken to formulate their strategic plan. Three major goals of the organization are outlined along with both operational and action plans to carry them out. The organizations overall plan addresses how the entire company, which operates many different concepts in various markets will pursue their goals in each division. Some organizations believe that strategic planning is only the responsibility of top management. “Too many managers have experienced this scenario: The chief executive officer announces a bold new corporate initiative aimed at generating performance improvements (Levesque and Roberto, 2005, 53).” This top down approach is not the case with the Ruby Tuesday Group. Their strategic planning team consisted of the CEO of Morrison Restaurants, division presidents and managers, human resource staff from corporate headquarters, key managers within the Ruby Tuesday Group and an outside consultant. “Chain-restaurant companies face an array of strategic decisions about the growth of the company (Lombardi, 1994, 40).” Therefore, it is important to get all levels of staff involved in the strategic process.

A performance management system should consist of planning, monitoring, reviewing and evaluating (Hrcouncil.ca, 2015). During the planning phase management should identify, clarify and agree upon expectations of the employee. Also, in this phase management needs to determine how results will be measured, agree on the monitoring process and document the plan for performance management. Furthermore, this step is imperative for management to identify and ensure the performance objectives are explicitly stated to the employee. In the development of this phase management would

Performance management is essential in creating an organization that is high performing and supporting employee development (Yale.edu, 2010). Therefore the organizational performance philosophy should align performance management processes towards the goals of performance planning, review, coaching, and development. First, employees are responsible for communicating about performance and ensuring that they are successful towards the development and continually striving for customer service excellence in support of organizational strategy. Next, management is responsible for ensuring that employees understand their

SugarFine Café’s Revenue has been shown throughout the course of 12 months as well as the expenses to show how much the company is bringing in and how much there cost are. This is a way to determine the growth of the company.

The literature review brings up some interesting common themes and issues that run through the existing literature, research and definitions of performance management. These common themes will focus on features of performance management and its application in an organisation.

1. Statement of Problem: What are the problems being faced and the most important 3-4 decisions the company needs to make regarding the situation of the company in China.

The definition of the term ‘performance management’ varies in different literatures. As Hutchinson(2013) summed up, combined with Den Harton’s theory(2004), it is a continuous process which links individual and team objectives with organizational goals by measure and improve employee’s skill and performance. According to Armstrong (2012), human resource management aims at making sure the organization has the most talented, skilled and engaged people in order to attain its goals. In this context, performance management is one staple practice helping managers identifying and retaining most competent employees as well as correcting poor performance.

The main reason for this report is to exhibit an understanding of Performance management. These days, organisations take diverse ways to deal with competitive advantage. Thus, there are a mixed bag of definitions for Performance Management. Performance management is a vital issue. It is based upon the human side of administration, and focuses on representatives as essential resources inside their organizations. As indicated by Price "Performance management is aimed at recruiting capable, flexible and committed people, managing and rewarding their performance and developing key competencies" (2007: 31).

Starbucks dates back from 1971 and is based in Seattle, Washington. The company was founded by Gordon Bowker, Jerry Baldwin and Zev Siegl and it

The company has also developed a structure and control system. With the realization that human capital holds a vital role in the development and sustainability of any institution, that of Starbucks included, it has taken to task to protect the same. To develop this, the company has an elaborate system that ensures the production levels of the company are met with pride. This like other leaders in the same has entailed ensuring they have an empowering corporate culture, topped by ensuring their employees enjoy competitive benefits.

Armstrong M. and Baron A. (2005) _Managing Performance: Performance management in action_. London: CIPD in Foot, M. and Hook, C. (2008) Introducing Human Resource Management, 5th Edition, Pearson Education Limited, Harlow, England, pp. 239.