Introduction
Joseph Dunn is the creator and founder of Dunn's Ski Emporium. Located in Vail, Colorado and overlooking the Rocky Mountains, Dunn's Ski Emporium specializes in all things ski. The two story western style ski store is known for its repairs and ski equipment. Dunn's place has earned its way up to the top, far away from its competitors. The store has specialized in one hour turnarounds for repairs and one day adjustments for new equipment. Skiers are actually capable of skiing into the front door for repairs and out the back door to get back on the slopes. The staff is known for its year round friendly and knowledgeable service. Employees from the Deli and from the Emporium are on board with what is in store for the big change, but some have never been happy and this could push
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He plans to be innovative with new technology, and hopes that his employees will adapt well to the change. As a leader, he must now prove that he can be a strong leader to his employees of the deli and ski emporium. To be a successful leader and gain relationships with his staff he needs to understand his role as a leader and be a role model to those under him. As a leader he needs to build relationships with his employees using communication. He must find ways to motivate and empower his employees to make sure they maintain full potential. Joseph will look at all aspects of staff members like including cultural diversity. To work at highest performance possible and keep up the good satisfaction ratings from customers he will need to use the knowledge that George has of the Deli business to accomplish all of these things. Dunn knows that this expansion is not going to be easy, but with help from George and building successful relationships with employees he can become a stronger organization and make his dream come
East Park Restaurant operates using a hybrid (mixture of vertical and horizontal) organizational structure where Boos reports to the company’s owners. Assistant managers and front...
The grocery market is highly competitive. Brookshire’s has found that superior customer service is the key to success. Consumers who are familiar with the Brookshire’s personnel know that they will be greeted with a friendly smile and helpful attitude. Employee meetings and up-beat newsletters from the corporate office are excellent ways of reminding the employees of the significance of making customer satisfaction the most important part of their jobs.
(Every employee is free to express his or her opinion. Moreover, every employee would be encouraged to create new innovation that could be used by Mike’s Mall Mart.)
A strong upward and downward communication chain underscores the management and organizational style adopted by Trader Joe's. This means fostering a belief that the store group operates as a team and that individual opinions are valued, rather than an environment where people speak out and are either not heard or have their opinions suppressed (Workforce, 2005). (Schermerhorn, 2012) The company applies its pursuit of value to every facet of its operations” (p.W-99).
Skiers are very loyal athletes. They grow up learning on certain mountains and usually spend most of their lives skiing at those same ones. They remember every bump and turn on the way down. They know which lift to take because it is the fastest and has the shortest line. It takes a lot for a skier to stray from their normal habitat and adventure to slopes unknown.
In taking a further look into the article Ten Traits of effective leaders, leaders are often taught skills to help create a successful leadership style. An effective leadership style is supportive in addition to directive. As a leader it’s not enough to have leadership sense. You must understand your employees. Once you have established a connection as a leader you gain a strong logic of what employees are looking for in a company. For exa...
Many organizations today place multiple demands on its leaders to provide vision, initiate change, and make difficult decisions when necessary. In order for leaders to handle these demands, leaders must be able to be flexible and most importantly be able adapt to change. Having strong leadership skills and a sense of direction are part of the trades that successful businesses seek in a leader. Therefore, it is important for leaders to engage effectively with their subordinates in order to build commitment, in order to motivate and improve the quantity and quality of their work. Good leaders will find innovated ways to motivate their staff using a variety of skills whether it is through training or experience, which will help to accomplish a common goal.
The restaurant business is a challenging industry and if a company has a strategy that works for them as well as their employees, it should stay the course and tweak as needed.
Under corporate governance, the Board of Directors has majority power. After shareholders elect the Board, said Board selects the CEO who is responsible for managing the business. The key problem with Chipotle’s central and formal governance is that their strategy does not encourage innovation or employee moral. Instead, the Board of Directors decides what they feel Chipotle’s franchisees should implement, and tells managers to relay their decisions to in-store employees. Therefore, corporate representatives strive to improve in-store quality through strict supervision of each franchisee. They make decisions regarding all processes from the preparation of the product, customer service, and marketing strategies, which are enforced at each location. This system is slow and decreases efficiency. Since store employees are kept out of the immediate circle, it is difficult for them to have confidence in Chipotle’s operations, resulting in low employee empowerment. Two solutions to consider include bridging gaps between hierarchical levels and making the company more decentralized. Chipotle can implement a few liaisons (brokers and structural holes) to make sure that all professional networks within corporate and store levels are communicating effectively and working as a
Leaders: Strategies for Taking Charge is an organizational management book written by Warren Bennis and Burt Nanus for those who aim to become better leaders. The authors emphasize that having executive positions or being a manager does not automatically make one a leader. A leader is one who inspires his staff, help them find purpose in their work, and effectively implement their plans. They separate the book not quite into chapters on different topics, but rather by four strategies that they have determined are vital for any leader to take on. The strategies are effectively concluded as attention through vision, meaning through communication, trust through positioning, and the deployment of self. A prominent feature of Leaders is the various
... employees trust going into such a merger is instrumental in influencing their decision to approve of such a merger.
Organizational change is the altering of organizational structures and business strategy. As consumer preferences change, competition increases, and the economic environment fluctuates, business need to adapt to these changes to remain competitive. The management of Home Plus, a regional discount store, has proposed an increase of high-end products and a significant reduction in discount packaged goods. This is a change from the original business strategy in which the primary offerings were discount products. Before implementing the proposed strategy, Home Plus management must consider the benefits of the change and the consequences that may occur. As a member of the management team at Home Plus I disagree with the proposal to increase high-end
CEO Johnston also has plans to bolster the company’s leadership with the best minds available and also use motivational techniques to invigorate his employees. These ideas show the character of the CEO in enhancing productivity from his work force.
Chapter 3: Cultivate managers who share your vision was the most important chapter to me. It talks about putting the right managers in the right positions. Welch says, “What we are looking for…are leaders… who can energize, excite, and control rather than enervate, depress, and control” (p. 35). Managers in a company should bursting with energy and are able to develop and implement a vision and not just talk about those visions. They must also know how to spread enthusiasm throughout the entire company. One of the keys to being a great business leader is getting employees excited about their work. One of the ways to get employees excited about their work is to allow employees more freedom and responsibility then they have now. In order to make this happen, middle managers have to be team members and coaches. They need to facilitate more than control. Managers should be energizers and not enervators. Welch suggests that the only way to last at GE is to get on board, to become a team player, and to adapt oneself to the company’s values and culture when describing the different types of managers that will or will not succeed. The first type of manager delivers on commitments and shares the company’s values. The second type does not meet commitments and does not share the company’s values. The third type misses commitments but does share the company’s values. Welch himself cares more that a manager sticks to the company’s values than meets the numbers. The fourth type delivers on the commitments but does not subscribe to the company’s values. Welch broke these managers into three categories, type A, type B, and type C managers. Type A managers were defined as team players that subscribe to the company’s values. People trust them; they make impacts on decisions, and are leaders who seek to develop high value in other...
...cation and motivation. Finally shared some thoughts on what are effective employees, successful managers, and exemplary citizens.