Subway Business Plan

The business that I want to open would be a franchise of a McDonald’s restaurant. McDonald’s is a fast-food restaurant that serves a variety of products, but is mostly known for its

The first choice of business is the franchise. In a franchise, legal binding agreement is entered into between two firms, the franchisor (the product or service owner) and the franchisee (the firm to market the product or service in a particular location). The franchisee pays a certain sum of money for the right to market this product” (Rubin, 1978, p.224). The franchising is more prevalent in the restaurant industry (Hoffman & Preble, 2003). The two distinct features of this business type include; first, in order to notable service components should

We then have the owners of each franchisee, in a partner ship with the main owner of subway, they are seen to be the ‘principals’ taking risks, they play the main part of setting up the franchise and expect their business to grow earning high profit. Included in this are the suppliers, subways need fresh ingredients, food and drinks supplied to them on a regular basis, suppliers want them to keep purchasing from them and therefore would like the business to work out. The government also under come being a stakeholder as all taxes have to be paid even thought they would like the business to work out. Local communities are included within the stakeholder’s category too, the actions of subway have and effect on the community too, for example, if the franchises have an un-cleared, low in hygiene environment then it will attract rats which will spread.

Strengthen employees’ skills so you can delegate more tasks to them and focus on more important managerial responsibilities—such as planning. Boost productivity by helping your employees work smarter. Develop a deep bench of talent who can step into your shoes as you advance in the company. Improve retention; employees are more loyal and motivated when their bosses take time to help them improve their skills. Make more effective use of company resources; coaching costs less than formal training (p. 1).

- More opportunity for employees to make a difference and provide conducive ideas and input.

This theory explains that motivation is based on the value of the reward that the employee seeks. The greater the value of the reward or goal, the stronger the employee is driven to perform. Not everyone in CWC wants to develop their career goals to move up the ladder but many do and the training, developing and mentoring of those that seek this kind of development have a high value on the future roles and promotions. The leadership team together with human resource team need to evaluate the opportunities we have with increased training and development for the employees. Also they need to understand the consequences of not escalating this to a higher priority for the health and future of the company. Employees that do not see support for development will be de-motivated, complacent and possibly

Selecting a business to interview for this project came super easy for me. My whole life I have been working in a restaurant back home. It used to be owned by my dad, but then he sold it to Katie Blazei and I worked for her. This restaurant isn’t a very big establishment at all. It is what some people might say a “Mom and Pop” restaurant. The name of this restaurant is B-Lazy Diner. It is a playful spin on Katie, the owner’s last name which is Blazei. It is a fast food restaurant. If I had to compare it to another restaurant I would say it is a lot like a Culvers. It sells all kinds of delicious food from burgers to chicken to fish to every kind of deep fried side dish you can think of. But one of my favorite things that they sell there is their homemade custard. They have a different special custard that they sell every day and it is so good. They have limited seating inside of the diner and not too many seats outside; so many customers come through the drive through and call in their order ahead of time.

Another practice that helps to achieve career growth and development is offering training opportunities for the employees. The employees are offered benefits that help them to further their education and achieve higher qualifications. This is a strategy which helps to increase the skills, qualifications and competence of the employees. In this way, the staff are at a better position to gain promotions within the organization as education qualification is not a barrier for them. The employees become motivated as they become more competitive in the market which is good for their career (Branham, 2012).

Pay and rewards attract and retain employees. Having the right pay and benefit for employees motivate them. This helps employees feel valued and can remove animosity between employee and employer. Training and development has a positive impact on employees, this shows investment from the employer and enhances career progression.

Taking on board the enterprising ideas the franchisee puts across would essentially be the franchisor wasting effort and money in the perfecting of their pre-set method. This is especially the case with larger, more established franchises such as Subway and McDonalds, whereby every task is responded to in a set way and is quantified to the smallest factor. An example of this is when changing the uniform at McDonalds in 2012, it cost over £1.52 million in the UK alone due to the vast number of employees (Weiss 2012). From cleaning the floors to dealing with food complaints, even the smallest change in the franchisors technique requires a great amount of communication and control, but is also a timely and therefore costly exercise. This then reflects the reluctant attitude to established Franchises when considering the great cost and risk involved in the context of someone entrepreneurial. The franchise already has the fine details of the business set into its own convention; entrepreneurial individuals only cause a constant battle with the franchisor due to the desire for change and sometimes, change for change’s sake.

Provide opportunities for employee growth (i.e. an increase in skills and knowledge without a job promotion).

The key to success will be the integration of training and development within the retention strategy. Training and development provides the means of supporting staff to operate effectively and enabling staff to access the opportunities provided by the retention strategy.  Levels of remuneration and flexible working will signal the right environment but it is through using training and development as a mechanism to demonstrate investment in employees on an on-going basis that will turn an organizational commitment into a reality. The techniques and processes that help new hires learn quickly are also the techniques and processes that help retain organizational knowledge.

When an enthusiastic buyer signs' on the dotted line and looks forward to opening up his or her franchise there will have been a host of questions thrown around in discussions about the business. Some franchisors are tough on their potential franchisees and put them through their paces before accepting them into the fold, others are less stringent

Buying into a franchise business is a very serious decision for any business person. When you buy into a franchise you can pretty much be guaranteed that the goods and services you are selling will have almost instant recognition. The buyers of a franchise also receive training and support from a proven business model designed to help the franchise owner succeed. Even though there is a proven business model at work, buying a franchise is still risky and there aren’t any guarantees of success. Buying a franchise is an investment and like most investments there is a risk that the business owner will lose money on his/her investment. This research paper will examine the ins and outs of business

The objectives of this feasibility study is to analyse and evaluate a proposed franchise opportunity as a start-up business to determine whether it would be