In conclusion, Kudler fine foods has a market that specializes in providing the best service possible to their customers . Market research is a main factor that will identify market need, size and competition. The gathering of information from other business owners in other states and increasing services for frequent shoppers that is needed implements more profits. Competitive intelligence gives and outlook on what other business owners are doing. Therefore your able to strategies against what other organizations are doing within their business.
Six Sigma focuses on improving current business processes and performance while Lean Manufacturing focuses on the improvement of the processes of an organization by using highly skilled employees to increase speed and quality. Combining the two methodologies creates an organization that focuses on quality, efficiency and speed to lower operational costs and increase profits. By following the Lean Six Sigma methodology, many companies have attempted to create a lean, waste-free environment ultimately at the expense of the employee and occasionally at the expense of the organization. Variability and Failing the Lean Test Creating a process is not always the answer to every organization. Organizations attempting to reduce waste may find themselves stuck trying to understand precisely where vital financial cuts need to take place.
Customer satisfaction is the overriding factor for the successful operation. Sales of the supermarket can grow when it makes its customers satisfied with the goods or services by best policy to fit customers’ requirement. So, it can be told that customer satisfaction is followed by customer revisiting or repurchasing. They can also tell their acquaintances about products or services as good. Customer satisfaction and sales might be linked directly, companies have to check the factors periodically such as quality, schedule, layout, inventory and so on to lift customer satisfaction because even small factors that employees didn’t recognize can affect consumer satisfaction enormously.
With the large amount of information that performance measures bring about, managers are able to have a more in depth understanding of the processes of the organization. This would help in bringing their attention to issues that could not be observed from the surface and allow them to take steps in resolving these issues. A research carried out by Bourne et al. (2002) showed that managers believes that performance measurement was aiding them in achieving better business performance by ‘forcing them to re-look at the measures and in particular, the changes when they were not happening but reflected in the report’. This example shows that performance has the potential to improve the business performance of organisations by refocusing the management’s issue on more important issues.
In some organisations the alteration of the job role is illogical as it only slightly improves the performance of intrinsically motivated employees. By ensuring that an organisation tailors it’s working conditions towards the employee, could provide comfort for an employee and thus increases the employee’s satisfaction. Recker (2013) supports this viewpoint implying how the jobs environment could play a significant role in the workers need for recognition. Whilst a large portion of Hertzberg’s Hygiene factors relates to tangible extrinsic factors, an arguably more important aspect is the intangible intrinsic motivators as they are harder to control. Lacey (2015) considers these factors and it could be suggested that creating a positive atmosphere and company ethos could be a relatively cheap method in managing performance.
Valence can be affected by organizational ladders, company size, and frequency of hiring practices. A company that frequently goes through layoffs can hinder performance in its employees, unless they have the valence to move to higher positions. If the three key factors in expectancy theory could be quantified in numbers, the proposed equation by Victor Vroom is as such (QuickMBA, 2010): Motivational Force (MF) = Expectancy × Instrumentality × Valence Managers can use expectancy theory to determine what will motivate their employees, and get better output, at a more efficient
The vision of removing things unwanted in the business world, “is to review all areas in your organization, determine where the non-value added work is and reduce or eliminate it.”(Key Lean Manufacturing Principles) This allows business to understand what they need to do work more efficiently. This is also how businesses can effectively increase profitability for there organization through the process of see if a specific thing adds value or is a waste to the production of goods or services that the company is providing. Next is continuous improvement also known as kaizen is another very important principle because without this belief your development for success will
It should as well help create improvement plans for the employees to help them do their best. For example, it can include identifying weaknesses and suggesting trainings based on them. Best fit and compensation: We come to the traditional roles that an appraisal is supposed to play. The appraisal structures should be able to define how the employee performed against a measurable dipstick. Based on this data, an appraisal system should come up with suggestions related to where the employee best fits, does he/she deserves a promotion and the salary hike the person should get.
Change affects more than just a program or a process within an organization, change affects employees, collecting data on employee’s readiness and willingness to accept a change will help leaders know if the organization is socially ready for change (Cole, Harris, and Bernerth, 2006). A change might be positive for an organization but if the employees who will be affect by the change are lost in the process then it could create a greater issue than not making the change. Leadership needs to communicate and inspire the employees to be positive toward the change, seeking to enhance their job satisfaction not make changes that will increase their desire to leave. This data is best collected early in the change initiative allowing leadership to properly cast the vision while addressing concerns. This requires leadership to create platforms for employees to engage in the change initiative freely (Ford, 2006).
When employees are showing low job commitment and satisfaction, levels of turnover and truancy increase resulting in a decrease of productivity and profit. Consequentially, it is important for organizations to know how to accurately measure job satisfaction and find creative and cost-effective ways to increase fulfillment. Job Satisfaction Survey One technique organizations can use to identify job satisfaction is to use surveys. Surveys help to make a significant connection between criteria for job satisfaction and business goals and they can help businesses learn from their employees. Surveys can be used to gauge how employees feel about their jobs, how employees want to develop their careers, how they feel about their co-workers and their performances, and their relationship with management.