Perfect Pizzeria Case Study

Table of limit Executive Summary.. 3 Problem Statement4 Analyzing Case Data. 4 managerial Employees.. 4 Non-Managerial Employees.. 6 discern Decision Criteria. 6 alternative Analysis. 7 Recomm destinationations10 Criteria 110 Criteria 210 Criteria 3. 11 Criteria 411 Criteria 511 Criteria 612Criteria 712 Action and Implementation Plan 13 Employee vade mecum. 13 pay and Bonus Program.. 14 Training Program.. . 14 Softball Team. 15 every quarter Evaluation.. 16 Conclusion. 17 map. 17 References. .. 18 Executive Summary unadulterated pizza shop is experiencing managerial and employee t asks that argon negatively touch on the chains second largest franchise located in located in Southern Illinois.The overall issues that we exit address in our case study for hone pizzeria atomic number 18 the privation of nut gentility, systematic criteria for the selection of managers and employees positions the high overthrow rate the need of incentive/ victualss for employees aside f rom guidance low profit rate due to high percentage of scathe or unsold slap-ups, lack of employee loyalty and motivation, no room for advancement beyond management un little employees lay in the franchise.And lastly, the lack of organizational structure with respect to non having an official enchiridion outlining the comp alls policy and procedures, goals and objectives of the lodge. Additionally, we pass on address the Rational Choice Decision-Making Process, the Exit-Voice-Loyalty-Neglect (EVLN) model as well as the prevision Theory which is establish on the idea that encounter attack is directed towards deportments that mountain believe result take in to desired out cuts. Mcshane & Von Glinow, 2011) It is our goal to bear you with our case study that forget give you a enlarge analysis of better pizza parlor and our recommendations on how to successfully get them back on track in terms of gaining higher franchise profits, attracting and retaining qualified best owers, establishing a respectable managerial and employee relationship, allowing for an inclusive receipt of bon exercises and rewards for superior job deeds by any employee, not just management.Problem Statement improve Pizzeria soon does not excite a systematic selection criterion for hiring managers. Managers demonstrate low expectancy to action and do not properly execute their social occasion as a manager. Hence, managers lack the giveers and problem resolution techniques to properly take place with their employees. Consequently, the lack of colloquy between managers and employees has lead to low morale and tediousness inwardly their organizational structure.The objective of this case analysis is to address the multiple symptoms within Perfect Pizzeria which are 1) improve managerial skills, 2) improve employee morale, 3) improve profitability, 4) sum up communication between employees and management, 5) improve body of snuff it quality 6) monitor employee progre ss and 7) provide feedback to the employee. Perfect Pizzeria is experiencing managerial and employee problems that are negatively affecting team morale, loyalty, and causing a more consistent rise in the percentage of food and beverages unsold or damaged leading to low profits for the franchise.In view of that, the work environment appears to found that the employees lack job satisfaction and motivation. Analyzing Case Data centering Employees The case study of Perfect Pizzeria out stores several management criteria that were not in the best interest of the organization. The lack of hiring procedures and guidelines plays an instrumental role in their management system. 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 formulation or experie nce to handle the open communication required to build team gumminess in a food franchise environment. piece managers in general implement policy and procedures in most franchise environments, Perfect Pizzeria lacks the control mechanisms to monitor employee behavior. Thus, not providing the appropriate negative consequences for any employee that may exercise opportunistic behavior while not under direct supervision.The lack of centering for management positions has integrated personnel within the organization lacking the skill sets necessary to control the behavior of their cutting employees. The behavior demonstrated by unqualified mangers hired at Perfect Pizzeria negate Kaafi and Nooris (2011) conclusion that a managers primary outcomes are job performance, organizational allegiance and quality of work life. To further illustrate the lack of policy and guidelines managers are not afforded the hazard of initial or continued training in which they fag end maintain their sk ills.To illustrate, Perfect Pizzeria recruits within its ranks for assistant and iniquity shift mangers based on the capability of performing the duties of regular employees. Employees promoted to assistant and night managers maintain the same pay scale as non-managerial employees. In contrast the manager is the entirely employee that is provided with a bonus incentive if the percentage rate of unused/damaged food is low at the end of the month inventory check.A necessary direction for managers to smoothly start establishing any new changes to the way they conduct clientele is for them to be aware of the different workplace emotions around them, internally and externally. Ac noesis whats going on with their employees, as well as the emotions of the nodes, so that everyones needs or concerns are addressed. Not acknowledging them has lead to counter harvest-feastive workplace behavior by employees and a loss of loyal customers.Emotions in the workplace have a large impact on the telephoners immediate and long-term goals, whether it is positive or negative because it determines just how productive an employee allow for be. Non-Managerial Employees The working conditions the employees at Perfect Pizzeria display are contrary to company goals and objectives. Manager-employee relationships within Perfect Pizzeria have declined employees no long-range share the ethical values to economic aid them choose to do whats upright when making a decision that can negatively impact the franchise.Employees take advantage of food compensation provided by management while on shift without fear of reprimand from managers. Such acts as eating the food at the pizzeria without paying or simply being careless and damaging food or beverages, direct contributes to the increase of unused/food waste rime. Perfect Pizzeria employees demonstrate ennui, which directly affects their outward behavior. While the negative disposition may not be directly shared with all employees on shift it is reasonable to say that it is a dilemma that can be contagious to other employees.Research provided by Manzoor (2012) states that employers ultimately need employees that work well with others. While a team member performs a precise job that is equally significant to the overall success of the team. The current employees at Perfect Pizzeria lack the proper monetary motivation to commit to their duties and organizational goals resulting in high turn over rates. Key Decision CriteriaIn give to improve the events that have occurred at Perfect Pizzeria, the decisions that are do must 1) improve managerial skills 2) improve employee morale and diminish turnover rate 3) improve profitability 4) increase communication between employees and management 5) improve work quality 6) monitor employee progress 7) provide feedback in order to athletic supporter the employees to grow and develop skills useful to the organization. Alternative Analysis Effort surgery Options Outcome 1. Improve managerial skills * Mangers training program * Hire qualified management * Direct by explaining the process Enhanced LeadershipEffort Performance Options Outcome 2. Improve employee morale & decrease turnover * Use a hiring agency or change the hiring process * Reward bonuses & incentive program * set aside the opportunity to become leaders Self-motivated employees Effort Performance Options Outcome 3. Improve profitability * Train employees intimately environment & food safety * Employee training programs * Limit free food according to the numbers of hours worked Decrease damaged/unsold food percentage rate Effort Performance Options Outcome 4. extend communication between employees & management * Meetings on a regular basis * Interacting with employees inside & outside of work * Allow positive & negative feedback Build positive relationships Effort Performance Options Outcome 5. Improve work quality * Reward for accountability * As sealed employees with positive com munication * heed needs to help when required Increase production Effort Performance Options Outcome 6. Monitor employee progress * Mea trusted job performance * Implement cross-training for skill variety * Leadership opportunities Job enrichmentEffort Performance Options Outcome 7. Provide feedback to the employee * take heed to employee comments * quarterly assessments * Being honest about performances Job satisfaction Recommendations Criteria 1 Improve Managerial Skills Alternative Hire Qualified direction Based on a professional association of practicing managers, American Management Association, managers need certain skills to perform the duties and activities associated with being a manager (Jones 2009).When hiring potential managers, Perfect Pizza should not simply look at the human skills of the individual but also ensure that potential managerial candi witnesss also have communication skills, effectiveness skills, interpersonal skills, and conceptual skills. Communica tion skills is the ability to transform ideas into spoken communication and actions. It is the set of skills that enables a person to convey information so that is it received and understood. Effectiveness skills is contributing to the companys mission/de proceduremental objectives, customers focus, and multitasking (Jones 2009). Interpersonal skills is coaching and mentoring, diversity.Being able to work with diverse people and culture, networking within the organization, networking outside the organization, and working in teams. Conceptual skills is the ability to use information to solve the companys problems, recognizing problem areas and implementing solutions, and understanding the companys business enterprise model. Criteria 2 Improve employee morale & decrease turnover Alternative Reward, bonuses & incentive program fit to the research of nates Gray, if an employee incentive program is hotfoot correctly, it can increase the employee morale and productivity and performan ce (Gray 2006).When employees in the organization are happy, it can lead to positive outcomes. Criteria 3 Improve profitability Alternative Employee Training Programs A common mistake made by many organizations is the failure to adequately invest in the continued training of their employees after they are hired. Based on research from the Management Association of Illinois, one of the biggest factors in maintaining employee satisfaction levels and the companys profitability is the amount of training companies provide (Silverman 2009).The training and development of employees through training programs is an essential part of their satisfaction and longevity and should be made a priority of the organization. Training programs not only help to bolster employee satisfactions and the companys profitability, but also produce tangent benefits for the company. Criteria 4 Increase communication between employees & management Alternative Interacting with employees inside & outside of work Man y companies do not befool that interacting with employees inside and outside of work volition increase communication with employees and management.According to research from the American Management Association, participating in activities, creating a sport team, community service, and volunteer services outside of work exit help employees and managers unwind and get to know each(prenominal) other better (Jones 2005). Criteria 5 Improve work quality Alternative Assure employees with positive communication More emphasis should be placed on employee banals and job matching responsibilities. Perfect Pizzeria employees are interdependent of one another in order to produce their product.Hence, in order to promote job consistency employees need to be educated on what their duties and expectations. An employee cannot work up to the expected standard if they are not aware of what is required of them. The following pointers entrust help attain this goal. * All staff regardless of their roll must have a work understanding of what the business actually does and knowthe names of all the products and its main competitors * Ensure they havea good enough understanding of who does what to be able to find someone to help a customer when the need arises. The management must take time to explain the organizations aims and objectives to the employees. * Set measures for the business that they can all contribute to * Provide a clear and simple report to show them how the business is doing Criteria 6 Monitor employee progress Alternative Leadership opportunities Perfect Pizzeria should implement a believe internal program that encourages a sense of ownership with their employees. Keeping the staff informed, prepared and up to get word with all company operations is key.The following pointers will help attain this goal. * Staff must have a clear understanding of product * Explain the organizations aims and objectives to the employees * Set measures for the business that they can all contribute to * Provide business progress report These steps are in line with the expectancy conjecture which is a motivation theory based on the idea that work effort is directed toward behaviors that people believe will lead to desired outcomes. Criteria Provide feedback to the employee Alternative 7 Quarterly AssessmentsFeedback to employees about their performance through quarterly assessments helps improve their performance, motivates self-improvement, and builds trust (Lun 1999). Action and Implementation Plan Employee handbook Based on the recommendations listed above, Perfect Pizzeria needs to overhaul the way that it is currently doing things to be combative in their market. The most important thing that needs to happen is Perfect Pizzeria needs to come up with official documentation that sets the standard for the company policy and procedures.This can be achieved by growing a new employee handbook that will be given to all employees. It will also be given to a ll the newly hired employees as part of their orientation process. According to Felsberg (2004), an employee handbook will be carefully drafted and periodically reviewed by the Human Resources department. The handbook will be reviewed and updated at least every two years. If policies or laws change, updates can occur more frequently. The employees will be required to date and sign the handbook acknowledging that they have reviewed it.This ensures that the employee understands the companys policies and practices. The section of Perfect Pizzerias handbook that would need the most change is the employment policies. The responsibilities of the employees need to be clearly laid out so the supervisors and the rest of the team know where they fit in the organization. The supervisors responsibilities are not only to represent the companys management to its employees, but to represent the companys employees to its management. The teams responsibility also needs to be revamped because every p hase in producing the companys product is important.Reward and Bonus Program According to Hsieh (2011), employees who perceive a greater fit with their employer are less likely to leave the firm, are more committed to it, and have higher work satisfaction. Reward practices logically serve as motivators, shaping employee behaviors. Rewarding employees for ideas that minimize or eliminate costs is more important in an overall cost leadership strategy. A rewards system is an important part of an organizations human resource strategy. The old bonus system of rewarding the manager does not work in todays business environment.With the old system, if the percentage of food unsold or damaged in any way is very low, the manager gets a bonus. Modern organizations must make their rewards system to help achieve higher performance at not only the managerial level but at the team level. The perfect system helps the company give the right amount of reward, to the right people, at the right time, f or the right reasons. The new system will continue to reward the managers for the low percentage but an employee reward and bonus system will also be created.An Employee of the Quarter program will be created and based on performance perceived by the managers and fellow employees and quarterly evaluations. The Employee of the Quarter will be accept in a company newsletter, a plaque, and also a cash bonus. This will make sure that the manager are not the only ones being rewarded and will motivate the team to not only work harder, but smarter. Training Program pertly employees will go through a formal training program where all employees should be able to complete a number of tasks to make sure that they can do their job proficiently.Psychologist David McClelland recognized that a persons needs can be strengthened through reinforcement, learning, and social conditions. McClelland examined three learned needs achievement, power, and affiliation. McClellands research supported his the ory that needs can be learned, so he developed a training program for this purpose. Perfect Pizzeria will incorporate his achievement management program for employees. Trainees will write achievement-oriented stories and practice achievement-oriented behaviors in business games.This training period will also include new managers. Managers will learn about McClellans need for power. This need is where people want to control their environment, including people and material resources, to benefit themselves and others. It will be mandatory for managers to attend a program, which will include management classes. The management classes will provide management expectations, operational procedures, and the basic concepts to be successful. Serving the customers is the cornerstone of Perfect Pizzeria.In the training program, managers will learn how to communicate with all types of customers, vendors and co-workers. Out of everything they learn, customer service is the one skill they will use every minute of every hour of every day they are at Perfect Pizzeria. The training program will cover proper management techniques to problem solving. Once they have completed the program, they will be able to handle any situation. Softball Team To increase communication with the employees and management, Perfect Pizzeria will form a team and join the local company softball game league.With all the reasons for starting a softball team, such as physical fitness, focal point relief, and fun, the most important reason is strengthen relationships. Playing softball together helps co-workers form and strengthen friendships, and instills a sense of camaraderie among company players. Co-workers who dont communicate outside of the workplace will get a chance to interact and get to know each other, and close associates can enjoy seeing different sides to the people they work with every day.A softball team will also support employees need for affiliation. This need is where people seek ap proval from others, aline to their wishes and expectations, and avoid conflict and confrontation. Employees with a strong need for affiliation project a favorable go for of themselves. They actively support others and try to smooth out workplace conflicts. They also work well in coordinating roles to mediate conflicts and cultivate long-term relationships. Quarterly Evaluations Throughout the year, the employees performance will be tracked.According to DelPo (2007), a log for each employee will be kept on a computer. Memorable incidents involving that employee, whether good or bad, will be noted. If an employee is going above and beyond what is expected or they really spoil something up, immediate feedback will be given orally or in writing. The manager will let the employee know that they noticed and appreciate the extra effort or that they are concerned about the employees performance. If a manager gives oral feedback, they will make a written note of the conversation for the e mployees personnel file. all(prenominal) three months, a manager will formally evaluate each employee by writing a performance appraisal and holding a meeting with the employee. The appraisal will include each standard or goal that is set for that employee, the managers conclusion as to whether the employee met the standard or goal, and the reasons that support their conclusion. At the meeting, the manager will let the employee know what they did well and which areas could use some improvement. The manager will explain his or her conclusions about each standard and goal.They will also listen carefully to the employee and ask the employee to write them down on the evaluation form. Conclusion Overall, Perfect Pizzeria can overcome their managerial and employee problems as well as prevent a high percentage of profit loss by carefully implementing new organizational changes. The changes outlined within our action and implementation plan will lead to employee motivation, high morale, low turnover rate, qualified applicants, respect for managers, and effective systematic criteria for the selection of managers and employees, and formal training classes for managers.Therefore, it is imperative that these positive changes be made immediately in order for Perfect Pizzeria to prosper. Chart 1 References Appelbaum,S. H. , Iaconi,G. D. Matousek, A. (2007). Positive and negative deviant workplace behaviors causes, impacts, and solutions. Corporate Governance,7(5),586. 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