Nick’s Pizza is obvious a marvelous place to unwind and enjoy a meal with friends and family. They seem to have areas of opportunity for growth. One area is cost containment. Another is improvement of hiring and retention practices. Lastly, the ability to duplicate themselves and maintain the elements affecting profitability. Nick wants to grow the business but has a problem he needs to define. There is a long distance between where he is and where he wants to be with better profitability and additional locations. He will need to analyze the criteria for the problem areas in order to set priority (Williams, 2014, p. 120-123).
Nick needs to take a step back. He needs to do some analysis and decide what type of management and leadership …show more content…
He knows he had been impacted by some costing concerns internally. He has also experienced an economic turn from outside. It may be time to have some analysis done on the local completion to assure he is priced correctly in the industry. He should also consider approaching suppliers to ask for the best pricing, terms and discounts. Then follow up with his accountant to make sure invoices are paid on time and taking those negotiated deep discounts. (Williams, 2014, p. 36-47).
Nick needs to revisit his purpose statement and share it will his manager and staff. This statement should be integral in establishing the winning culture Nick needs to reach his goal. It will align everyone with the consistent organizational culture Nick needs to achieve for a winning team. When the managers have embraced this new organization culture, they will be able to example the behavioral additions and substitution required. (Williams, 2014, p. …show more content…
Job rotation and skill variety may be important, since many job within the restaurant of somewhat mundane and repetitious. To avoid high turnover, Nick and his manager’s should be watchful to know the skill of each employee and find the most challenging jobs for them to nurture their opportunity for growth. This action can be the catalyst to developing the next generation of managers. The attention to this details may reduce employee turnover and create stability and growth (Williams, 2014, p. 264-271).
Each restaurant is a team of people working hand-in-hand to build business. Each manager should work toward cohesiveness with his own team by keep the sizes of team small and being keenly aware of conflict. He should address the conflict immediate and bring it to a good resolution. The team will thrive through use of the SMART goals and learning to work together for the same good as well as experience a level of individual success. (Williams, 2014, p. 290, 301,
Nick needs to take a step back. He needs to do some analysis and decide what type of management and leadership …show more content…
He knows he had been impacted by some costing concerns internally. He has also experienced an economic turn from outside. It may be time to have some analysis done on the local completion to assure he is priced correctly in the industry. He should also consider approaching suppliers to ask for the best pricing, terms and discounts. Then follow up with his accountant to make sure invoices are paid on time and taking those negotiated deep discounts. (Williams, 2014, p. 36-47).
Nick needs to revisit his purpose statement and share it will his manager and staff. This statement should be integral in establishing the winning culture Nick needs to reach his goal. It will align everyone with the consistent organizational culture Nick needs to achieve for a winning team. When the managers have embraced this new organization culture, they will be able to example the behavioral additions and substitution required. (Williams, 2014, p. …show more content…
Job rotation and skill variety may be important, since many job within the restaurant of somewhat mundane and repetitious. To avoid high turnover, Nick and his manager’s should be watchful to know the skill of each employee and find the most challenging jobs for them to nurture their opportunity for growth. This action can be the catalyst to developing the next generation of managers. The attention to this details may reduce employee turnover and create stability and growth (Williams, 2014, p. 264-271).
Each restaurant is a team of people working hand-in-hand to build business. Each manager should work toward cohesiveness with his own team by keep the sizes of team small and being keenly aware of conflict. He should address the conflict immediate and bring it to a good resolution. The team will thrive through use of the SMART goals and learning to work together for the same good as well as experience a level of individual success. (Williams, 2014, p. 290, 301,