Case study Structure Meatloaves
This group consists of a manager and his subordinates, and both of them share moon specialty. On the other hand, Informal teams have no structure Meatloaves and they do not focus on specialty. There is no manager/leader; team members are completely equal in informal teams. It is said that when people come together and start interacting with each other for a long time, they form informal team. Informal groups are said to affect the organizational structure.
The informal team is established in this company (Struck) to ensure that communication has been effective.
Instead of using the various stages in order to reach those above, then these groups can be used to help solve those problems. For example, Struck uses the informal groups to address the matters which arise in this company. It is through this group that the information is communicated to the rest of the workers. Thus formal and informal teams differ from each other in the following respects: Origin: ere reasons and circumstances of origin of both formal and informal teams are quite different.
The formal teams are created deliberately and consciously by the framers of the company.
On the other hand, informal teams arc created because of the operation of socio-psychological forces at the workplace, that is, people while working soother develops certain liking and disliking for others for the type of interactions not provided officially. Purpose: Since formal teams are deliberate creation, they are created for achieving the legitimate objectives of the company. The informal teams are created by company members for their social and psychological satisfaction. Size: Formal teams may be quite large in size.
Sometimes formal teams are constituted to give representation to various interest groups in the company, and their size has to be kept large.
However, the informal teams tend to be small in size o as to maintain the group cohesiveness which is essential for the informal teams to be attractive for the members concerned. Authority: The members of formal team derive authority through the formal source that is through the process of delegation and reallocation. Thus authority flows from the higher 10 lower levels.
In the informal team, all members are equal; however, some may command more authority by virtue of their personal qualities. Thus, authority is commanded.
People give authority to those persons who are likely to meet members’ needs maximum. This is the way of emergence of informal leaders in the informal groups. Such people have maximum positive interactions in the groups . Behavior tot Members: The behavior tot members in the formal team is governed by formal rules and regulations. The rules are normally directed towards rationality and efficiency.
In the informal team, the behavior of the members is governed by norms, belief, and values of the groups.
The kind of behavior that is expected of a member is specified by these factors. Communication: Communication is prescribed in the formal team. It is normally through chain of command to which people refer as formal channel of communication. All communications in the formal groups are expected to pass through that channel. In these informal groups, the communications pass through informal channels. 2.
The employees of Struck retail shops clearly work together Nell as a team.
List four characteristics of teams that have “gelled “together. The employees of Struck retail shops clearly work together well as a team; according to this the four characteristics of teams that have ‘gelled’ together could be the following respects: The Managers and supervisors of Struck company co-work Ninth the basic level staff in front line which creates the management system a much loser and more familiar atmosphere than other bureaucrat places. ere numbers of employees in Struck are usually from three to six, that helps staffs get to know each other well and deeply.
Any ideas and objections made by employees are treated of equal significance.
ere chief executive officer of Struck Corporation confidently feels and believes that the spirit of Struck is its employees and offers an interactive structure that makes personnel throw themselves into their Job. ere Managers of Struck Corporation treat each employee equally and all of the stuff called partners to narrow the gap between managers and employees. “…
The numbers of employees are usually from three to six. ” a. Why is the size of team an important factor? Am size is determined by company/organizational task types, goals, and processes. So, the size of a team is clearly an important factor, because a large team is hard to manage and sometimes it could be biased to some individuals than others. Also it is difficult to know well and deeply every members of a large team.
Whereas, smaller teams experience better work-life quality and work outcomes. Smaller team also may experience less conflict, stronger communication, and more cohesion. B. What are the benefits to Struck of having small teams of staff in each branch? He benefits to Struck enjoying of having small teams of staff in each branch are: It narrows the gap of bureaucracy. Stronger communication among the staffs.
Experience better and quality work. It creates bridge between organization-level strategy and staffing decisions. It eliminates the distance between different statuses. It helps to treat employee’s equal importance. 4 Struck achieve success and adhere to the criteria tot planning, execution and review.
A. Explain three issues that need to be addressed in the planning process.
As reading the case of Struck Corporation it is clear that the three issues which need to be addressed in the planning process are: Equal Treatment, Listen to the employees, welfare measures. Equal treatment: It is one of the important issues which need to be addressed in the planning process. Equal treatment at the work place means that the employer may not treat anyone differently to other employees.
In the case we see that, the managers in Struck treat each employee equally and all of the staffs are called ‘partners’.
It helps to narrow the gaps between managers and employees. Every employee deserves fair ND equal treatment and respect in the work place, it helps to create friendly working environment. So, if equal treatment addressed in the planning process it will help a company to maintain a good management system and create a much closer and more familiar atmosphere than other places. Listen to the employees: Listening to the employees can be another important issue which needs to address n the planning process.
Sometimes business faces risks when they fail to address this concern.
In the case we see that, Struck wants it’s every employee to Join in making and developing plans, then work together in achieving their goals. As a result, their policies and principles are communicated between all staff, and there occurs no limitation in employees’ personal opinions. Listening to the employees’ means giving them great importance which can motivate and encourage them to concentrate on their work effectively. Good welfare measures: welfare measures is an issue where employees are offered welfare policies like medical insurance(including health, vision and dental), commodities discounts, house rent etc.
In the case we observe, all employees of the Struck, including informal personnel, are offered a great deal of welfare policies.
Moreover, the partners who Nor over ours a week are entitled to benefits. So, this issue needs to be addressed in the planning process to motivate the employees. B. The three things that Struck can do continually to ensure goals accomplishment are: Motivate employees Struck is already a famous coffee shop in the world and it has been one of the most rapid growing corporations. If Struck wants to keep this accomplishment than it has to motivate its employees properly on a continue basis.
Struck believes that if the employees are motivated, they work properly for the accomplishment of the organizational goal. As Employees are the heart of any business so by motivating its employees will help Struck not only to achieve its goal but also to expand its business. Continue team work and communicate properly Introit an detective communication between Managers ; employees an organization can’t go for a long way. It means it can’t sustain in the business world. So if Struck Ants to ensure continually goal accomplishment, it must have to communicate in a proper channel.
Maintain excellent relationship (with the employees and customer). To ensure the goal accomplishment Struck should maintain a good relationship with both customers and its employees. It provides great support to its employees as well as customers, so by continuing this relationship Struck can ensure its objective. 5. How does Struck manage to keep good relationships between their managers and employees? Promote Understanding of Shared Goals: For employees to work together effectively, they must understand group and individual goals.
Lack of goal clarity often is misidentified as an individual performance issue.
This leads to blame, conflict and increased turnover by frustrated employees who are working hard but not getting the results the organization expects. Struck promote a clear understanding by sharing goals to its employees and managers. Promote Understanding of Task Relevance: When employees understand shared goals, talent managers can cultivate an atmosphere focused on problem solving, removing performance barriers and delivering outcomes.
This eliminates finger-pointing because when everyone understands the relevance of everyone else’s contributions, employees have increased awareness of their interdependencies and thus have more respect for one another. Struck manages to promote a clear understanding about its every task relevance among the managers and employees.
Managers and employees both have access in giving opinion: Struck manages to keep good relationship between their managers and employees by permitting them both in presenting their views and opinion.
Equal Treatment: Struck treats all its employees equally, which help to manage good relation between managers and employees. Flexible working Hours: Struck: Struck have flexible working hours, “here managers plan the working hours per workers and arrange the schedule of time off, according to the workers’ wants in order to meet their requirements. Good Unlearn measures: Struck offer a great deal of welfare policies, for instance, modesties discounts for employees.
Treat as important Asset: Struck treats its employees as the most important asset in the corporation, which also helps to manage good relation between managers and employees.
5. Name the five issues that teams should take note of and address if necessary, before these issues become a crisis. Strong values to the customer: Team should give strong note to its customers. A strong value to the customers comes from the culture of company which develops customer’s values and society’s values including the value of organization to drive the direction of business improvement.
Struck mission is that of providing a good environmental workplace and treating partners with respect, various elements of business, highest standard of delivery coffee, engaging communities and environment, active to make customer satisfaction and having pro t table business.
ere company has made a long run relationship with suppliers and sellers more than need low prices because it wants to high quality products and service. Strong values drive customer value come from the culture of company which develops customers ‘ales and society values including the value of organization to drive the direction of business improvement.
Values-based service brand and communication for values resonance: Brands are ‘ere important because it can communicate with customers. So a team’s responsibility is to value it’s brand and if the products or services of an organization are good they are appreciated by the consumers. But if they are not there will be damage of company’s image.
Struck has succeeded in marketing and has good resonance because it has strong relationships with its customers, the local communities that create trust to each other.
Struck has collaborated with social responsibilities and also communicate company activities with its stakeholders to remote an accountable environment. Brand of Struck has succeeded by Improving the environment of the stores through attractive furnishing, fixtures, artwork and music. Struck has designed the stores as the bridge between the Marketplace and home for the customers. Struck has given to create a warm and comfortable environment for the customers who would always feel different when they would come to a Struck store to consume coffee.
Values-based service leadership for living the values: For any team the place of a leader is very important and vital.
A team should take notes to value its leadership Irvine. Struck has supported employees with touchable incentives like working conditions. Furthermore engages in empowerment, corporation and communication of culture and value. All staff is called partners without any regards to positions. The company empowers by decentralization, where partners corporate with the teams in each area.
Values-based service experience for co-creating: The main concept of services is that customers should have real experience before buying and consuming services or commodities which they need. The team responsibility is to priorities this issue. Len- ease of Struck we see that the company has offered a good music and great environment in the Struck houses. No doubt, why customers come to visit Struck to meet their friends, relaxing ever working because Struck it offers customers more than beverages CARS as a strategy to sustain in the business: A team should take note to its CARS activities.
CARS or corporate social responsibilities can improve corporate production or services to build the values. Struck has the long term relationships with suppliers to control the qualities and prices, which they work together with suppliers ND discuss strategic business to improve and develop products.
Struck focuses on social and environmental points. Struck company engages the business ethics, Inch it can see Struck mission or Struck code of conduct (from the part of Strong values drive customer value) including company’s policy o b TN social and environmental. . The staffs at Struck are empowered and motivated employees. Briefly explain, in your own words, the three principles that Struck implement in motivating their employees.
Equal treatment: Struck treat each employee equally and called partners, even he team leaders. They also work with sales team members in front line to narrow the gap between them. They have small teams which contains 3 to 6 workers, so that they can maintain good management system. Equal treatment at the work place means that the employer may not treat anyone differently to other employees.
Every employee deserves fair and equal treatment and respect in the work place, it helps to create friendly working environment. Listen to employee: Listening to the employees’ means giving them great importance which can motivate and encourage them to concentrate on their work effectively.
Through a well-organized communication Channel, Struck listen to their employees. Managers plan according to employee’s requirements which motivate them a lot. In the case we see that, Struck wants it’s every employee to Join in making and developing plans, then work together in achieving their goals.
As a result, their policies and principles are communicated between all staff, and there occurs no limitation in employees’ personal opinions. Welfare measure: It is an issue where employees are offered welfare policies like medical insurance (including health, vision and dental), commodities discounts, ND house rent etc.
Struck offer a great deal of welfare policies: for example, a commodity discounts medical insurance and vacations. Also the partners who work more than 20 hours entitled to benefits.
Struck not only offers a great deal of benefits, they also allocate stock dividends to all employees with a free script issue. Causes of this they have the same goal, which motives then to increase sales to earn more profits. 3.
Management needs to commit to certain aspects in order to empower employees. List four of these aspects. Giving Reward: To empower employee’s manager needs to commit aspects of giving reward which can help employees to continue to feel empowered, by rewarding those for their productivity will encourage them to their Job.
A nice bonus or a gift card is always appreciated as a reward. Developing Competency: In order to implement employee empowerment the employees must be competent.
Competency goes beyond developing Job-task specific knowledge. Employees must be properly trained. It does not make sense to empower employees to do things such as make decisions or approve or initiate action if they are not properly trained. Delegating task: Once an employee has enough training that their ability to do the Job is unquestioned, manager will have to remind them that they are, in fact, empowered to do that Job.
In other words, start delegating tasks to them, and make them aware that it’s up to them to get the Job done.
Sharing Information: Information is what the organizational culture is made tot initially. Intimation is the gatekeeper to power. Sharing information about goals and, “Effective communication about the organization’s plans, successes, and failures may seem commonplace, however its Importance cannot be undervalued. So, management needs to share the information about the organization’s plan with the employees to empower them.
Case Study 2 1.
Dublin is part of the United Arab Emirates (AAU). Dublin is located on the southeast coast of the Persian Gulf and is one of the seven emirates that make up the country. ABA Dhabi and Dublin are the only two emirates to have veto power over critical matters of national importance in the country’s legislature. The city of Dublin is located on the emirate’s northern coastline and heads up the Dublin-Share-Jan metropolitan area. The city has existed for almost 1000 years, but its modern history as part of the I-JAKE is much shorter.
The I-JAKE was created in 1971, when seven revisions separate emirates Joined together. This occurred after United Kingdom, the area’s colonial power, left the Persian Gulf. ere emirate of Dublin consists of city of Dublin and a small surrounding area extending southward to the desert. The area of Dublin is 3385 square kilometers. Dublin has only 72 kilometers of shoreline along the Persian Gulf.
2. The following are some important facts that helped Dublin to become a successful country: Successful tourism-based economy. First, Dublin has a significant component “here attraction is present.
Second, there is an effective and attractive infrastructure place for when people do visit?hotels, restaurants, transportation facilities, etc. Dublin has managed to provide all these.
Providing access to the AAU for tourists. Dublin International Airport has become the main hub for travel between many destinations in Europe, Africa, and Asia. In addition, a second airport being built, the Dublin World Central International Airport, will be the largest in the world. Dublin has managed to construct the largest things in the globe.
Dublin global investments.
Dublin is also investing billions of dollars to become the business centre of Arab Nor and a major player in the world of commerce. . Dublin offers a wide range of activities for visitors. Different sports competitions are also being held at Dublin that’s allowing to attract not only the world’s top athletes but also the tourists that support the event. Huge shopping festivals and other big events are held there that attracts millions of visitors each year. Dublin also offers many hotel options for visitors.
These are only some of the contributions of the tourism industry that helped Dublin to generate billions of dollars to their economy. 4. Having the desire to grow and innovate was the beginning of Tuba’s plan to use globalization to achieve prosperity. A secure environment and bold political and economic leadership have allowed Dublin to forge ahead. 5 The leaders tot the emirate nave worked very nard to make Dublin an attractive place in which to live, do business, invest, or visit.
In a region infamous of political instability, Dublin provides a high stability both for investors and for visitors. . Tuba’s development is the building of new land in the Persian Gulf. Striking examples of these are The Palm Islands, the world’s largest human-made islands. Each island will have thousands of exclusive homes and apartments along with hotels, marinas, and health and tennis clubs. For those even wanting more for privacy, another island development called The World will offer between 250 to 300 private islands on which private estates and commercial resorts can be built.
7. Globalization can be very controversial. This has been the case of Dublin.
Reactions against the emirate are trying to do have occurred both at home and abroad. Within Dublin there have been on-going concerns about bringing the “moral laxity’ of the Nesters World into what had initially been a conservative Islamic society. The influence can be seen in everything from serving alcoholic beverages to the wearing of skimpy bathing suits on the beach.
A significant minority of people in the I-JAKE is not comfortable with the compromises that have been made to attract tourism and international business. Only time will tell whether this negative reactions increase or decrease in the years to come. 3.
Yes, globalization will be responsible for helping increase the wealth all people because it will develop or integrate global economy by free trade, free flow of capital, and the tapping of cheaper foreign labor markets. Case Study 3 1 . The term “motivation” can be used to describe anything which causes people to accomplish more than they would otherwise achieve.
Motivation is a driving force Nothing an individual to do something well. Motivation is particular to an individual so it is important to find out what factors drive each person. Overall, motivation is about attracting a person to do something because he or she wants to do it.
Norse or employees needed close supervision and were only motivated by money. However, Enterprise-Rent-A-Car has identified a number of factors which are non- financial which provide high levels of motivation for its employees.
The eight factors fit closely with the theory of human resource development: a fair working environment; trust; recognition and appreciation; efficient processes; opportunities to develop; increased responsibility; work and life balance; and support and encouragement to achieve goals. In Mascots theory, people want to fulfill through their works.
At the lowest levels they require good pay so their basic needs for food, clothing and other essential are met. 2. Organizational culture is the behavior of humans within an organization and the meaning that people attach to those behaviors. Organizational culture represents the collective values, beliefs and principles of organizational members and is a product t such doctors as history, product, market, technology, and strategy, type tot employees, management style, and national culture.
Culture includes the organization’s vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits.
At the enterprise emphasis is on creating a positive work environment. Managers and team leaders provide a culture through: good relationship; clear communications; adequate resources; encouragement; and recognition. 3. “The Vote” encourages Enterprise employees to create high levels of customer service due to the following reasons: everyone is involved in adjusting improvements; only constructive feedback is allowed; progress reports are issued regularly to remind fellow employees on how to improve; and improvement is valued as much as overall performance.
. Enterprise managers recognized that motivation is personal to the individual if the employees feel that they are being treated fairly, they will be more likely to give their best. Motivation comes from within an individual. These particular techniques are effective since engaged employees are more likely work with passion, have a strong bond with their business, and would be able to produce new ideas and keep the company moving forward.
