Hannah's Ice Creeam

Promote an open door policy where the workers know they can come to me with whatever problem or issue they may have. Have regular feedback meetings and this would lead in to discussions on where they are going or would like to go.

When the employees sweat out to reach the production targets, they give their best and the mind-set or the attitude of the employees towards the organization changes. The management should set up monthly workshops to interact with their employees, thus making the employees feel that the management is well within their reach and is ready to listen to their pleas. Organizing such workshops will stimulate the feedback process which will help the management to cut down on production and sales costs in turn maximising the returns (Arnolds & Boshoff, 2002). Organizing technical trips and field tours further improves the management employee relationship as this allows the two parties to work together in a different environment and gain better ideas. The concepts of the ERG (existence, relatedness, growth) Model can be applied by recognizing individual employees who attain the highest productivity and then rewarding them with various benefits such as growth. Growth is what employees look for in any organization as the more

Sometimes employees have turn to focus on personality rather than the actual problem. So recommending a regular staff meeting that addresses issues within the work place. Not only the managers and supervisors should be instructing but junior staff given the privileges to explores and vent out their concerns, and the meeting environment should be cordial, respectful and peacefully. I will also want to recommend that the management should keep in touch with all employees through email messages and phone calls concerning all the changes and important information going on in the

1. Most employees are behaving properly. They know better what they are doing, making them care more about their jobs. However, some people did not understand all the needed concepts. Also, some employees do not want to participate, they are either not “numbers-oriented” or find the Process too costly in time. This makes it hard to schedule meetings and to initiate meaningful discussions.

Another great thing I would recommend is to help create goals for you employees. Creating a goal with your employees increases the engagement the employees. This can help motivate them to be the best they can be. By setting their goals with the employee you can enable them to do much more than they were ever capable of such as increasing customer satisfaction, work ethic, sales, etc.

Last year, the community of Ferndale was in chaos over the upcoming curtailment of Alcoa Intalco Aluminum Works. This company strongly invested in its community ranging from charity works and investments to different scholarships offered for the vast beneficial of the community so when the rumor started, every employee suffered the upcoming turmoil with hard-work, dedications that exceeded expectations, continuous loyalty and grace. Over 500 jobs were hanging in the balance and the epidemic vast increase in mortgage rates, rents, energy crisis and economical markets and growth that washed over the state of Washington, it simply was not easy. Finding a solution was not as simple as one thought but somehow, the company came

The current approach with employees, doesn’t maximise the full productivity levels possible. An example being, SunBrights sales representatives that are currently promising delivery dates to customers/retailers but fail to inform the manufacturing department that they are offering consumers this guarantee. This is also occurring in reverse; the manufacturing department aren’t informing sales how long it takes to produce a piece of furniture.

Finally step three is seeking what affirmative action plan would be best to take. It can be recruiting more minorities and women. Redesigning job for underrepresented workers that couldn't meet the qualifications. Providing underrepresented applicants training sessions so that the applicant could most likely get the job, and removing any unnecessary barriers to employment. Which will help employees with circumstances or obstacles that's in the way and holding them back from making

Five years ago Eric quit his job at St. John's Coffeehouse. At the time I was working in a café and a health food store. There was no reason whatsoever for me to apply for a third job and yet I saw the job listing and thought why the hell not. I can still remember the first time I met Eric or really the first time I heard his laugh. I was in the kitchen of the coffeeshop and I heard someone laughing and I could tell whoever it was was behind the counter. So I ventured to the front and there he was making himself an ice coffee. Eric will tell you what he remembers from the day was that I didn’t charge him for his coffee even though I had no idea who he was. But I figured if someone was making his own coffee then I wasn’t suppose to charge him

On my visit to Long Grove Confectionery, the factory tour was led by Jane, a salesperson in the outlet store of more than 20 years. Initially, the tour was supposed to have 17 senior citizens and myself but the senior citizens never showed up so I got a tour of the factory by myself. I had requested to speak to

• Weed out poor managers. Dissatisfied workers dislike poor management. Act quickly to preserve your credibility in the workforce. Remember the law of procrastination. “No matter how long you ignore a problem employee, his or her behaviour will not improve-act now!”

The situation arises when employees spend their time and energy in satisfying their personal objectives unrelated to the company’s goals. Faulty machinery, lack of training, ineffective supervision and restrictive norms of informal groups can also lead to low productivity on the part of employees with high morale.

Third alternative is to stay at same department, but to talk to his boss about his current situation, and to change his attitude about his boss and co-workers.

Your relationship with our employees influences their job satisfaction, loyalty to the company and their incentive to work efficiently and productively (Callahan, 2013). It has time and again been emphasized to you that these are the company's priorities. Their productivity should thus be a major consideration of your behavior and attitude towards them. You are asked to give your behavior a second, hard look and its effects on employees under you. While you do, a few reminders are in order. One is to present yourselves to them in ways that you want them to present themselves. Be enthusiastic, appreciative, energetic and quick-to-praise. Another is to always show fairness and avoid favoritism. Unfairness and favoritism are most discouraging to them and a deterrent to productivity. They lose interest and motivation to do their best. And the third is for you to target competence always. A competent manager is always an idol. He inspires

This case details the position of Carol Sullivan-Diaz, the 28-year-old daughter of Walter Sullivan who died at the age of 56. Walter had bought a Ford dealership in 1983 that eventually grew into what is now Sullivan Ford Auto World. The business sells cars but also services them. Carol is disappointed by current turnover in car sales and sees that the service revenues are below average for this size of dealership. Carol’s now has to decide what way to tackle the future. She can sell the business but will probably only return a value below what it might be worth if profitable or she can look at the operation and see if she can turn it around herself. While she has a bachelor’s degree in economics, an MBA degree and a