The Valley Winery-Case 1.1
Is the management of Valley Winery doing an acceptable job of hiring and training qualified employees?
Management is the foundation of a company. They are the ones that make decisions which could make or break a company. They personify how the company and employees should act. If one is driven towards perfection in sales, many other important areas of the business could be overlooked. For example, maintenance of long term relationships with buyers would be overlooked. If management is pushing the sales reps to just go after the sale at any cost, reps could be looked at as unethical and even too pushy. Valley Winery management encourages reps to lie about how many cases of wine are sold to buyers. This is unethical and puffery. Pushing these sales reps to call their ethics into question, what does that say about management?
Pat Waller, employee of Valley Winery, was recently promoted to sales manager of the San Francisco region’s chain division. When he arrived, he was shocked to find that such a successful division had such a horrible turnover rate. How was the San Francisco division of Valley Winery obtaining their sales goals? He began to investigate and found many problems that were mainly stemming from management. The hiring process of Valley Winery needs to be revised. Mike Wehner, personnel manager for the San Francisco division, believes that employment agencies provide the most qualified applicants. If this is true, would the turnover rate be near 100 percent? According…., employees acquired from employment agencies yield high turnover rates. Top management places too much of an emphasis on youth and physical attributes. Sales representatives of Valley Winery should be groomed and well kept. However, youthfulness and physical attributes should not outweigh qualifications for the job at hand. Looks are important but qualifications and experience would not be overlooked. Businesses have an image they would like their representatives to project.
Once qualified sales representatives have been hired, proper training should be enforced. The Valley Winery new recruits are not given a true portrayal of everything their new sales job entails. During the hiring process, a sales hopeful is sent into the field for ...
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-Professional Growth
All of these factors can lead to or be affected by negative affectivity.
This figure describes how negative affectivity can affect a person’s productivity. Negative affectivity is the state of mind a person gets in if experiencing a tumultuous work environment. Individuals that experience high negative affectivity have a negative outlook towards their job and themselves.
Motivation among employees of Valley Winery is non existent. One of the top producing sales representatives, Bill Murphy, was receiving phone calls as late as ten thirty at night. These calls were routine and the objectives could be accomplished by email. Phone calls this late hurts morale and disposition of the sales force. The proposed mentoring program being developed by management and human resources will help remedy this problem.
Putting the new hiring criteria in effect at Valley Winery should create a reduction in employee loss. By retaining new employees and hiring the correct representative, training costs should be significantly downsized.
Riordan Manufacturing is going through organizational changes because of fluctuations in profits and declining sales. The customers are now serviced by a sales team instead of a salesperson. The manufacturing plants have been restructured into self-directed work teams and some of the manufacturing work has been moved from the U.S. plants to China. Due to all these changes, the employees are experiencing a high level of dissatisfaction. The wide range of demographics creates a challenge for increasing job satisfaction and improving motivation among all employees.
Recruitment becomes a greater challenge in organizations with high turnover due to the increased number of vacancies. Nationwide, only 14% of employees feel satisfied with their jobs (Clawson & Haskins, 2011). This lack of satisfaction can...
Due to the decline in sales Riordan has had to revise its sales approach and process to better serve customers, however, with the changes came more issues. Employees are concerned about the fairness of incentives and compensation and do not understand how that will translate effectively into the CRM system. Riordan has a very diverse workforce with a plethora of motivational needs, from valuing interesting work to larger paychecks. Riordan is not effectively communicating to all the various demographic groups within the company. Employees have revealed in the annual survey that many are not satisfied or challenged by their work, and do not feel adequately compensated for their efforts. Motivation is low, and employees do not feel they have sufficient opportunities for development or promotion. These issues have culminated to the point that many employees are actively looking for opportunities outside of Riordan (University of Phoenix, 2007).
...s. Any business, regardless of industry, would love to have a workforce that is dedicated to its profession and strives to continually improve.
Las Vegas has a variety of different shows to check out. One of their greatest popular shows is Cirque du Soleil. There are eight different types of the show to see. Cirque du Soleil features a group of acrobats doing shocking tricks and stunts that will have you leaving the show with your mind blown. Also, have you ever wanted to hear Celine Dion? If you come to Vegas, that remains possible. The Grammy Award-winning
“Culture can become a “secret weapon” that makes extraordinary things happen” (Katzenbach, J. n.d)’s In recognition of a talent retention problem, (Late 1990’s) Bubba Gump Shrimp set out to two goal’s, 1). Improving unit level management retention and 2) Increasing same store sales. (Aamondt, M. 2012) The tasks to achieve these two goals required a change for the status quo, create a culture all employees could embrace, reinvent the hiring process to attract the right individuals and empower the teams to succeed.
This case study was about the president of Bubba Gump Shrimp Company, a restaurant chain specializing in seafood, whose practice structure and secret to success was to have and maintain minimal management turnover. In fact, his focus on turnover was so successful that he did not have a general manager leave for 3 years, and he has decreased management turnover from 36% to 16% in 2 years. The motivation of an organization’s employees significantly affects it success. Additionally, employee turnover, absenteeism, and tardiness weaken employee productivity.
Employee Retention – How to Retain Employees - Small Business - WSJ.com. (n.d.). Retrieved April 8, 2014, from http://guides.wsj.com/small-business/hiring-and-managing-employees/how-to-retain-employees/
"Study: Wine Has $13 Billion Impact on Sonoma County Economy." The North Bay Business Journal. N.p., 09 Jan. 2014. Web. 16 Dec. 2016.
Important ways of preservation. Hiring and training practices are one way used to preserve the culture and values of Brookshire’s. Each step of the training process reiterates the importance of the company culture (E. Platt, personal communication, March 22, 2014). The rotational process continues as the promoted employee trains a newly hired employee (E. Platt, personal communication, March 22, 2014). Promotions, rewards, and ceremonies seem innumerous the Brookshire company (E. Platt, personal communication, March 22, 2014). They include, but are not limited to the following: acknowledgments of promotion, retirement, and service milestones in periodical Brookshire Briefs magazines, branch and department awards, Aggressive Hospitality awards of various levels, a safe driver award, customer service awards from the Human Resource Department, and Hall of Fame awards from Tyler offices for retirees based on...
This article is about Harrah’s Entertainment; one of the largest casino entertainments made a decision to move away from being a product based company to a strategic marketing company geared towards customer satisfaction by implementing a customer focused rewards program. Bill Harrah, the founder of the company established the company’s reputation on the premise of pride of the employees working for “the best in the business” while given more attention to the condition of the properties. However, when Gary Loveman joined the company as the new Chief operating officer, he made a move towards customer service. Gary Loveman hired Marilyn Winn, the head of Human Resources, to change how the company engaged in people development. Winn came up with a strategic plan to develop Harrah’s human capital. As a result, Winn is faced with the difficult task of improving employee motivation and job satisfaction in a rough economy after 9/11, which changed our nation forever. Although, the company gained market share it did not quite meet the company’s projected level.
The movie “Glengarry Glen Ross” presented a series of ethical dilemmas that surround a group of salesmen working for a real estate company. The value of business ethics was clearly undermined and ignored in the movie as the salesmen find alternatives to keep their jobs. The movie is very effective in illustrating how unethical business practices can easily exist in the business world. Most of the time, unethical business practices remain strong in the business world because of the culture that exists within companies. In this film, the sudden demands from management forced employees to become irrational and commit unethical business practices. In fear of losing their jobs, employees were pressured to increase sales despite possible ethical ramifications. From the film, it is right to conclude that a business transaction should only be executed after all legal and ethical ramifications have been considered; and also if it will be determined legal and ethical to society.
RFS knew up front that one of the largest obstacles was the fact that hiring processes varied from property to property, yet were eager to learn how to employ the right people and how to motivate those individuals. In planning, RFS wanted to include the “face-to-face employee input” with regard to hiring, training, and motivation.
The biggest problem thus far is the ineffective HR process used in hiring new employees. It starts with the companies poor advertising. Advertising of the job also is an issue because it has not been updated since 2010. The same ad had been used in 2012 to recruit a new batch of employees. This ad wasn’t very effective, to begin with, as it only attracted one quality candidate. The dealership needs to develop an updated
A sales manager has many responsibilities such as spreading product to customers, setting sales areas, goals, and analyzing sales data (“Sales Manager” What’s para. 1). Although a sales manager performs many duties, people in this position will also set a sales goal for the year, and will build a sales outlook on what they will do in the upcoming years (“Sales Manager” Sokanu para. 1).A person in this position will also manage where the goods and products their company will be distributing by giving certain sales area where a salesman will work and sell the product (“Sales Manager” Sokanu para. 2). During work time, a sales manager may be asked to hire and train a new salesman added to his team (“Sales Manager” Sokanu para. 3). Occasionally, a sales manager will interpret sales statistics in a specific area when looking where to assign certain salesman to a sales territory (“Sales Manager” Sokanu pa...