##ry Creations : Case Study Analysis : The Creamy Creation Takeover Case Analysis

In March of 2012 Steve Parkland was hired as the new president at Charles Chocolates. He was immediately faced with numerous decisions about the future of the company. The board of directors had tasked Parkland with doubling or tripling the size of the company over the next decade, but the board and the senior management team had different opinions about the strategy that would accomplish this goal. The main issues that Parkland faced were how to increase the company’s operations while maintaining the traditional culture and support of the board.

The film introduces the concept of McDonaldization to the food companies. McDonalds first introduced this concept in the first fast food chain; the idea was to make the restaurant more efficient. In the 1930’s, McDonalds own a very successful chain of restaurants, but they McDonald brothers wanted to expand their brand; while doing this they would revolutionize the restaurant industry. They would hire employees to do only one just, such as cooking the fries, and this would be the only thing the employee would do all day at work. The purpose was to be able to get food out faster and hire workers for lower wages because of the small amount of responsibilities the worker would have. The restaurant would fire all the extra employees and simplify the menu, and then the first fast food restaurant would be born. The concept of McDonaldization spread to many other restaurants and is still in use today. The idea of McDonaldization also made its way to meat packing companies; the assembly line concept will be used. Employees do the same demeaning task all day, and their pay reflects the low level of creativity. Many other businesses have incorporated the idea of simplifying decisions and decreasing the time it takes to make a sale. Think about the mall, every store is laid out and organized in a manner where

Some of the principles of classical management have been reflected in what has happened at Creamy Creations. One of those principles is that management is making all of the decisions. Based off of the case study, Burger Barns executives have made all of the decisions without any input from the staff. The other principle which reflects on Creamy Creations is the division of labor.

The RemyCake bakery created a cohesive team and an established clientele and became a staple within the community. Their exemplary customer service and the charismatic presence of their founders created a unique work and customer environment. However, with the recent retirement of the RemyCake bakery founder, a number of issues have arisen. Our Task Force identified the origin of their organizational issues. The following summary addresses and provides solutions for the RemyCake Bakery’s issues of ineffective leadership style, lack of organizational hierarchy, under-developed employee training program, and poor communication at all levels.

Gordon Biersch had extensive growth plans of opening over 100 restaurants across the nation with in 8 to 10 years. However, the growth they envisioned demanded a lot of time, dedication and expertise. They debated upon three different organizational approaches (1)

Today’s companies are challenged by frequent changes in market demands and consumers’ desires for new products and services. Companies which fail to adapt to these changing conditions often find themselves struggling to survive. This is the situation for the Texas Plant, as described in the case study by Pryor, Humphreys, and Taneja (2011). The Vice President, Human Resources Director, and Organizational Development Manager find themselves not only facing the struggles of transforming the Texas Plant, but also the difficulties of working together to achieve it. The following paper describes these difficulties and examines how the actions of the leaders impacted the change process. Recommendations to assist the plant’s leadership in moving forward will be offered.

THE ORGANIZATIONAL BEHAVIOR OF FOOD RETAILER TRADER JOE’S IS UNIQUE IN MANY WAYS. FROM OWNER, JOE COULOMBE, TO A STORE CLERK, THEY ALL HAVE THE SAME VISION IN MIND- TO SET THEMSELVES APART FROM THE REST. NOT FALLING INTO STEREOTYPICAL FOOD CHAINS, TRADER JOE’S DOES BUSINESS THEIR WAY. THIS MAKES THEM PERFECT AT BEING THEM. FROM INTERVIEW QUESTIONS TO JOB DESIGN, THEY ARE NOT YOUR STANDARD FOOD MARKET. THE SOCIAL CAPITAL IN WHICH MANAGEMENT IS CHOSEN, TO THE STORE’S ATMOSPHERE AND POSITIVE REINFORCEMENT FOR ALL EMPLOYEES ARE HAVE A PROVEN TRACK RECORD OF SUCCESS. ADDED WITH IMPECCABLE CUSTOMER SERVICE, THE ORGANIZATIONAL BEHAVIOR OF

The company’s structure was said to be an inverted pyramid : the customers and store managers on the top and the top management at the bottom. This showed how everyone’s beleifs and opinions were aligned towards customer satisfaction and extreme personal involvement with the customers and the store.

The purpose of analyzing the success story of Five Guys burger is to examine the milestones covered by Five Guys to establish the successful business in private enterprise system. The perfect business plan that Five Guys has includes drivers of change on the system, the ethical and social responsibilities that Five Guys developed towards its employees. Furthermore, a unique strategy of marketing “word of mouth” which helped Five Guys in establishing more than 1000 outlets across the nation instead of spending millions of dollar in advertisement. Overall, this case study helps how an entrepreneur

In this paper I will be analysing the effects McDonaldization has on society and the employees of the twentifirst century. I will be discussing whether McDonaldization is to be expected, accepted, rejected or is inevitable. I will also be arguing that McDonaldization does effect employee motivation, and how it fits in the numerous theories on motivation. McDonaldization as defined by George Ritzer is "the process by which

McDonaldization is a sociological theory which explains how the franchise industry comes to dominate the U.S. and global market. George Ritzer describes its four traits as follows: efficiency, calculability, predictability, and control. For instance, if you enter McDonald’s, you could see the exactly same structures and menus in every branch. It is predictability that services and products are very similar from one time and place to another time and place. You may want to order your favorite Big Mac with some French fries because the burger is relatively cheap and big (9.843cm). Like this, McDonald’s pursues calculability, which indicates calculating, counting, and quantifying means and ends, with quantify serving as a surrogate for quality. You go get your food. You do not need a silverware. After eating food, you need to clear your table by yourself. Through this simplification process, McDonald’s amplifies efficiency, choosing the optimal means to achieve a given end. While eating your burger, you might want to leave soon because the chair is too small and uncomfortable. Likewise, fast-food industries control their customers through use of nonhuman technology.

How often do you go to a restaurant of some sort? Three, four times a week? When you go to these restaurants do you analyze the trends that takes place? That is exactly what George Ritzer did in 1993 when he created his theory on McDonaldization and the McDonaldization of society. McDonaldization is, “A process where non fast-food restaurants organizations are increasingly run like fast food restaurants such as McDonalds” (Class Notes). It continues to be a huge trend and a very successful process. The McDonaldization of society is, “a process where society is increasingly run like a fast-food restaurant” (Class Notes). These trends are even being taken into action beyond the restaurant business. Ritzer examined McDonalds, the fast food restaurant, and separated its customs into four dimensions: efficiency, calculability, predictability, and control. Earlier this week I decided to go to Hu Hot, a sit down restaurant, and analyze how McDonaldized it truly is.

This report focuses on the United States-based ice cream producer, Dreyer’s, Inc., which used to be the largest ice cream company in America. In order to consolidate the ice cream industry, Rogers and Cronk, CEO of Dreyer’s, carried out some advancing operation philosophies including the launch of a strategic plan named the “Grand Plan” in the year 1994. The report gives a description of the expectations of the “Grand Plan” and their

Worker efficiency. The efficiency of Whole Food’s employees is indicative of the efficiency of management.

The Family Store is a chain of 10 regional convenience stores owned and managed by three brothers, Garrett, George, and Gavin VanDoer. They have been in business for over 25 years together. The entire senior executive, management team, and even store managers are all family members. The senior executive includes Garrett, the president and major shareholder, Garrett’s daughter Marielle is senior vice president of finance and Gavin’s son Frankie is senior vice president of marketing and retail sales (Sniderman, Bulmash, Nelson, & Quick, 2006, p.192). This paper will discuss the present barriers to effective communication, non-defensive feedback from employee and customer surveys to senior executives, examples of