Perfect Pizzeria

Instead of noticing the positive change in production during their direct involvement with the team leaders, the manager and assistant manager instead decided to step back once productivity, and their bonus, returned in a slight way; only for the organization to fall short again. In order for team leaders to perform productively, the manager needs to take accountability in the leadership skills that are non-existent amongst staff, get their team morale back up with involvement and goal setting, and then wastage can be properly looked at. As part of an incentive program at Barrie Super Subs, team leaders were granted a food allowance for working four and a half hours continuously. Team leaders felt that the food allowance was a meager incentive to receive as most of them did not even apply for the incentive as many of the shifts given to them were only three or four hours in length. They would still help themselves to food and drinks when the managers weren’t around and wastage was still an issue. The manager thought by initially restricting the food allowance to those who worked six or more hours would correct the wastage problem, however; it worsened and eventually the food allowance being removed as an incentive for the team leaders all together was the way

b. In your opinion, which organization has the greatest potential for bringing about positive change? Why?

Try to stop all the employees from leaving the company because when staff retention is poor when we also higher new employees they are taking time to learn about the company and whenever a new staff comes in must get proper training before they start doing the

Step 3 is to create a vision. The vision will have to be something that can be realistically achieved within a couple of months. Making small changes to training will better to subtly introduce the existing employees a better way to process the go back to prevent stray items. Mentioning the vision of the company other than just at orientation can improve the focus of the employees. Having a clear vision of where they stand in the company can increase morale due to their stability and contribution in the company.

In the article it shows the company has no hiring policy. There are workers who are working were mostly college students or some high school students. The company has hired one manager and the assistant manager as a full- time employee and the rest of the employees were part-time with a low wage. But the franchise was located in an area where the jobs were hard to find the people accepted part-time job with no benefits. They hired one manager as a full-time but, the manager was hired at a very young age and with very small experience in that department. There was another manager who use to work 2 hours to cover luncheon period and also to gain knowledge on bookkeeping and management.

What is the culture's position on important issues facing the corporation (that is, on productivity, quality of performance, adaptability to

Hire and train more staff, retrain the old staff, provide regulatory and policy guideline and security of job. Restore working conditions including overtime and health insurance.

3. Select one of their issues and describe the issue and the organization's position on the topic.

D. identify the things it does well as an organization and the things it needs to improve

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

The manager’s retaliatory approach to lower the loss percentage was not a motivational factor for the employees at all when he changed the number of hours employees had to work to receive free food from 6 hours a day to 12 hours. Evidently the employees did not respect his authority as the change did not seem to have an effect on them nor did it give them any motivation to do better. These jobs where minimum pay jobs

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

Perfect pizzeria is staffed primarily from college and high school students; however, when hiring for management positions there is no systematic criteria in which to select the best-qualified person for the job. Those currently occupying leadership positions do so without the proper leadership training or experience to handle the open communication required to build team cohesion in a food franchise environment.

o Strengthen company values from the review of the internal culture and its value systems.

Existing culture can in times be very hard to continue with because of the change in the growth or in the strategic change in the organisation. At such appropriate web of culture is important to be identified or that can be a problem in the progress of the organisation. These identified elements will give organisation a bigger picture of what was going wrong and how can they change it towards betterment of the organisation.