Jennifer Carter has grown up watching her father, Jack Carter, run his small business of coin-operated laundromats. Jack’s business began in 1999 with two laundromats and a one attendant at each store to ensure the machines were running properly or assist customers if issues should arise. By 2003, Carter Cleaning began to expand their footprint and offer dry cleaning services to their customers. This was Jack’s, “strategy of related diversification” to offer services associated with his current laundry business (Dessler, 2013, p. 26). As his business matured, he added four additional stores over the next five years. Not only did Jack’s business grow with the new locations and services, his workforce grew as well. Each new Carter’s Cleaning
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This goes hand in hand with hiring the right people for the right job and is “imperative if you want to attract the right people for those positions” (Jacoby, 2014). Well written job descriptions specify the necessary knowledge, skills and abilities essential to performing the job. Dessler notes that well developed job descriptions aid in the overall talent management, buy helping an organization understand the jobs they need to fill and the requirements of each role. These will establish a company practice of “fairness of process and procedure” and communicates to the employees what is required of each position, especially if they plan to continue on with Carter Cleaning and want to move up the ladder. This could eventually lead Carter Cleaning to establish a training and development program and create a talent pipeline for their growing business. A talent pipeline will be a positive collaboration and investment between the employees and Carter for the continued successful growth of the business, which is a win/win for all involved. Leman and Pentak speak to this type of investment strategy by leaders, basically stating you reap what you sow. If Carter is willing to invest their time, money, trust and loyalty in their employees, their employees will “return this investment with heartfelt following” (Leman & Pentak, 2004, p. …show more content…
This may not be an issue now for Carter, but could be in the future as the expand. Jennifer will need a definite understanding of which employees are exempt vs. non-exempt, since the Department of Labor and the IRS have strict guidelines regarding these classifications. Company policies and practices need to be established and documented to demonstrate transparency and trust to the employees that Carter Cleaning is abiding by all employment laws including The Fair Labor Standards Act (FLSA) and that they are classified correctly based on the “duties they perform, not the job title” in which they hold (Mensing, 2011, p. 20). By classifying and documenting the jobs correctly inside the company, all three forms of justice are displayed. The correct wages are paid for the work performed, they are being fair and establishing process guided by laws such as FLSA and they show the employees they respect the work they are performing and are paid accordingly. Steps such as these will help in cultivating the culture of trust, respect and
This goes hand in hand with hiring the right people for the right job and is “imperative if you want to attract the right people for those positions” (Jacoby, 2014). Well written job descriptions specify the necessary knowledge, skills and abilities essential to performing the job. Dessler notes that well developed job descriptions aid in the overall talent management, buy helping an organization understand the jobs they need to fill and the requirements of each role. These will establish a company practice of “fairness of process and procedure” and communicates to the employees what is required of each position, especially if they plan to continue on with Carter Cleaning and want to move up the ladder. This could eventually lead Carter Cleaning to establish a training and development program and create a talent pipeline for their growing business. A talent pipeline will be a positive collaboration and investment between the employees and Carter for the continued successful growth of the business, which is a win/win for all involved. Leman and Pentak speak to this type of investment strategy by leaders, basically stating you reap what you sow. If Carter is willing to invest their time, money, trust and loyalty in their employees, their employees will “return this investment with heartfelt following” (Leman & Pentak, 2004, p. …show more content…
This may not be an issue now for Carter, but could be in the future as the expand. Jennifer will need a definite understanding of which employees are exempt vs. non-exempt, since the Department of Labor and the IRS have strict guidelines regarding these classifications. Company policies and practices need to be established and documented to demonstrate transparency and trust to the employees that Carter Cleaning is abiding by all employment laws including The Fair Labor Standards Act (FLSA) and that they are classified correctly based on the “duties they perform, not the job title” in which they hold (Mensing, 2011, p. 20). By classifying and documenting the jobs correctly inside the company, all three forms of justice are displayed. The correct wages are paid for the work performed, they are being fair and establishing process guided by laws such as FLSA and they show the employees they respect the work they are performing and are paid accordingly. Steps such as these will help in cultivating the culture of trust, respect and