Perfect Pizzeria Case Study

T adapted of content Executive Summary.. 3 Problem Statement4 Analyzing field selective information. 4 motorcoachial Employees.. 4 Non-Managerial Employees.. 6 Key determination Criteria. 6 option Analysis. 7 Recomm poleations10 Criteria 110 Criteria 210 Criteria 3. 11 Criteria 411 Criteria 511 Criteria 612Criteria 712 Action and carrying into activeness Plan 13 Employee enchiridion. 13 Reward and Bonus computer programme.. 14 Training Program.. . 14 Softb tot alto fascinatehery Team. 15 Quarterly Evaluation.. 16 finis. 17 Chart. 17 References. .. 18 Executive Summary spotless Pizzeria is experiencing managerial and employee problems that argon detrimentally affecting the chains second largest license located in located in Southern Illinois.The boilers suit issues that we entrust address in our case study for improve Pizzeria ar the overleap of dinner dress readiness, transcriptionatic criteria for the selection of managers and employees positions the elevated term of enlistmentover esteem the lack of bonus/rewards for employees aside from heed scurvy profit rate due to high serving of damage or unsold goods, lack of employee loyalty and motivation, no room for advancement beyond counsel unless employees invest in the franchise.And lastly, the lack of constitutional structure with respect to non having an official vade mecum outlining the troupes policy and procedures, goals and objectives of the company. Additionally, we depart address the Rational Choice Decision-Making Process, the Exit-Voice-Loyalty-Neglect (EVLN) seat as good as the Expectancy Theory which is based on the idea that break a mien trial is directed towards behaviours that people believe bequea affaire lead to sought after outcomes. Mcshane & Von Glinow, 2011) It is our goal to provide you with our case study that pull up stakes give you a detailed analysis of absolute Pizzeria and our recommendations on how to successfully get them back on track in footing of gaining higher franchise profits, attracting and retaining fitted maneuverers, establishing a respectcapable managerial and employee relationship, allowing for an comprehensive receipt of bonuses and rewards for outstanding job performances by any employee, non up dear c ar.Problem Statement Perfect Pizzeria currently does non endure a carcassatic selection criterion for hiring managers. Managers demonstrate low prediction to performance and do not halally execute their bureau as a manager. Hence, managers lack the lead and problem resolution techniques to properly express with their employees. Consequently, the lack of chat between managers and employees has lead to low m viva vocee and tedium within their organizational structure.The objective of this case analysis is to address the quadruplex symptoms within Perfect Pizzeria which atomic number 18 1) break managerial skills, 2) improve employee morale, 3) improve profitableness, 4) increase communic ation between employees and focus, 5) improve work select 6) monitor employee betterment and 7) provide feedback to the employee. Perfect Pizzeria is experiencing managerial and employee problems that atomic number 18 negatively affecting group morale, loyalty, and causing a more reconciled rise in the character of food and beverages unsold or discredited leading to low profits for the franchise.In view of that, the work environs appears to show that the employees lack job satisfaction and motivation. Analyzing Case Data Management Employees The case study of Perfect Pizzeria outlines several circumspection criteria that were not in the best inte sleep of the organization. The lack of hiring procedures and guidelines plays an instrumental role in their management system. Perfect pizzeria is plyed primarily from college and high prepare students however, when hiring for management positions there is no systematic criteria in which to select the best-qualified individual f or the job.Those currently occupying leadership positions do so without the proper leadership preparedness or experience to handle the open communication required to fabricate team cohesion in a food franchise surround. temporary hookup managers in general implement policy and procedures in most franchise environments, Perfect Pizzeria lacks the secure mechanisms to monitor employee fashion. Thus, not providing the appropriate negative consequences for any employee that may exercise opportunistic behavior eon not under direct supervision.The lack of guidance for management positions has integrated strength within the organization lacking the skill rophys necessary to control the behavior of their shift employees. The behavior demonstrated by unqualified mangers hired at Perfect Pizzeria contradict Kaafi and Nooris (2011) conclusion that a managers primary outcomes are job performance, organizational commitment and spirit of work life. To further illustrate the lack of polic y and guidelines managers are not afforded the opportunity of initial or continued fostering in which they can maintain their skills.To illustrate, Perfect Pizzeria recruits within its ranks for jockstrap and shadow 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 sole(prenominal) employee that is provided with a bonus fillip if the percentage rate of unwarranted/damaged food is low at the end of the month inventory check.A necessary route for managers to smoothly blow up establishing any new changes to the way they conduct disdain is for them to be sensitive of the different body of work emotions around them, internally and externally. Acknowledge whats personnel department casualty on with their employees, as well as the emotions of the customers, so that bothones inescapably or concerns are ad dressed. Not acknowledging them has lead to counterproductive workplace behavior by employees and a exit of loyal customers.Emotions in the workplace stick out a large electrical shock on the companys fast and long-term goals, whether it is positive or negative because it determines just how productive an employee pull up stakes be. Non-Managerial Employees The working conditions the employees at Perfect Pizzeria display are opposition to company goals and objectives. Manager-employee relationships within Perfect Pizzeria direct declined employees no womb-to-tomb share the ethical values to help them choose to do whats right 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 eat the food at the pizzeria without paying or simply creation careless and damaging food or beverages, at once contri notwithstandinges to the increas e of unused/food waste numbers. Perfect Pizzeria employees demonstrate ennui, which directly affects their outer 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 requirement employees that work well with others. While a team member performs a specific job that is equally important 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 recount to improve the events that have occurred at Perfect Pizzeria, the decisions that are made must 1) improve managerial skills 2) improve employee morale and decrease derangement rate 3) improve gainfulness 4) increase communication between employees and management 5) improve w ork fibre 6) monitor employee mount 7) provide feedback in wander to help the employees to grow and develop skills useful to the organization. Alternative Analysis drift capital punishment Options come income 1. Improve managerial skills * Mangers cultivation program * Hire qualified management * Direct by explaining the process Enhanced LeadershipEffort feat Options Outcome 2. Improve employee morale & decrease turnover * utilisation a hiring agency or change the hiring process * Reward bonuses & inducement program * Allow the opportunity to become leaders Self-motivated employees Effort mathematical operation Options Outcome 3. Improve profitability * Train employees about environment & food safety * Employee learn programs * Limit free food harmonize to the numbers of hours worked Decrease damaged/unsold food percentage rate Effort Performance Options Outcome 4. outgrowth communication between employees & management * Meetings on a regular basis * Interacting with em ployees inside & out of doors of work * Allow positive & negative feedback Build positive relationships Effort Performance Options Outcome 5. Improve work quality * Reward for accountability * chink employees with positive communication * Management needfully to help when needed Increase production Effort Performance Options Outcome 6. Monitor employee progress * stair job performance * Implement cross-training for skill variety * Leadership opportunities note enrichmentEffort Performance Options Outcome 7. Provide feedback to the employee * Listen to employee comments * Quarterly assessments * creation honest about performances Job satisfaction Recommendations Criteria 1 Improve Managerial Skills Alternative Hire Qualified Management Based on a professional association of practicing managers, American Management joining, managers need certain skills to perform the duties and activities associated with being a manager (Jones 2009).When hiring potential managers, Perfect Pizz a should not only look at the adult male skills of the individual but in addition en legitimate that potential managerial candi battles excessively have communication skills, military posture skills, interpersonal skills, and conceptual skills. Communication skills is the ability to transform ideas into words and actions. It is the set of skills that enables a person to convey information so that is it received and understood. long suit skills is contributing to the companys mission/departmental objectives, customers focus, and multitasking (Jones 2009). Interpersonal skills is unwrap 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 pull in the companys problems, recognizing problem areas and implementing solutions, and discretion the companys business model. Criteria 2 Improve employee morale & dec rease turnover Alternative Reward, bonuses & incentive program fit in to the research of John Gray, if an employee incentive program is tramp correctly, it can increase the employee morale and productivity and performance (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 measuring stick of training companies provide (Silverman 2009).The training and development of employees through with(predicate) training programs is an inseparable part of their satisfaction and longevity and should be made a anteriority of the organization. Training programs not only help to bolster employee satisfactions and the companys profitability, but in any case produce tangent benefits for the company. Criteria 4 Increase communication between employees & management Alternative Interacting with employees inside & outside of work some(prenominal) companies do not realize that interacting with employees inside and outside of work will increase communication with employees and management.According to research from the American Management Association, act in activities, creating a sport team, community service, and volunteer services outside of work will help employees and managers unwind and get to know all(prenominal) other better (Jones 2005). Criteria 5 Improve work quality Alternative Assure employees with positive communication More emphasis should be located on employee banals and job matching responsibilities. Perfect Pizzeria employees are mutualist of one another in order to produce their product.Hence, in order to promote job consistency em ployees need to be educated on what their duties and expectations. An employee cannot work up to the expected standard if they are not advised of what is required of them. The pursual pointers will help attain this goal. * All mental faculty regardless of their roll must have a go understanding of what the business actually does and knowthe names of all the products and its main competitors * date 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. * association 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 contend internal program that encourages a whizz of ownership with their employees. Keeping the staff informed, prepared and up to date 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 * quite a little measures for the business that they can all contribute to * Provide business progress report These steps are in line with the expectancy supposition 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 war-ridden in their market. The most imp ortant 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 developing a new employee vade mecum that will be given to all employees. It will as well be given to all 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(prenominal) 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 uses. The section of Perfect Pizzerias handbook that would need the most change is the job 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 phase 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 designs logically serve as motivators, shaping employee behaviors. Rewarding employees for ideas that minimize or travel by 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 i s 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, for 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 recognized in a company news permitter, 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 raw employees will go through a formal training program where all employees should be able to complete a number of tasks to make su re 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 trine learned needs achievement, power, and affiliation. McClellands research supported his theory 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 front 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 topical anesthetic company softball league.With all the reasons for starting a softball team, such as physical fitness, straining relief, and fun, the most important reason is modify relationships. Playing softball together helps co-workers form and strengthen friendships, and instills a sense of camaraderie among company players. Co-worke rs who dont communicate outside of the workplace will get a chance to interact and get to know each other, and exclude 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 approval from others, conform to their wishes and expectations, and avoid passage of arms and confrontation. Employees with a strong need for affiliation project a good image of themselves. They actively support others and try to smooth out workplace conflicts. They also work well in coordinating roles to mediate conflicts and tone down 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 personnel casualty above and beyond what is expected or they unf eignedly mess something up, prompt 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 employees personnel file.Every three months, a manager will formally assess each employee by writing a performance appraisal and belongings 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 mind 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 aberrant workplace behaviors causes, impacts, and solutions. Corporate Governance,7(5),586. Retrieved November 7, 2011, from ABI/ declare Global. (Document ID1381003221). Delpo, A. (2007). The Performance Appraisal Handbook level-headed and Practice Rules for Managers. California NOLO. Fel sberg, E.. (2004). Composing effective employee handbooks.Employment Relations Today,31(2),117. Retrieved November 15, 2011, from ABI/ claim Global. (Document ID665846591). Gray, John. (2006). 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