Perfect Pizzeria Case Study

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Table of Contents
Executive Summary………………………………………………..3 Problem Statement…………………………………………………4 Analyzing Case Data……………………………………………….4
Managerial Employees……………………………………..4
Non-Managerial Employees………………………………..6 Key Decision Criteria…...................................................................6 Alternative Analysis……………………………………………….7 Recommendations…………………………………………………10

Criteria 1……………………………………………………10
Criteria 2……………………………………………………10
Criteria 3…………………………………………………....11
Criteria 4……………………………………………………11
Criteria 5……………………………………………………11
Criteria 6……………………………………………………12
Criteria 7……………………………………………………12 Action and Implementation Plan………………………………......13
Employee Handbook……………………………………….13
Reward and Bonus Program………………………………..14
Training Program………………………………..………….14
Softball Team……………………………………………….15
Quarterly Evaluation………………………………………..16 Conclusion…………………………………………………………. 17 Chart……………….……………………………………………......17 References………….…………………………………………….....18 Executive Summary
Perfect Pizzeria is experiencing managerial and employee problems that are negatively affecting the chains second largest franchise located in located in Southern Illinois. The overall issues that we will address in our case study for Perfect Pizzeria are: the lack of formal training, systematic criteria for the selection of managers and employees positions; the high turnover rate; the lack of incentive/rewards for employees aside from management; low profit rate due to high percentage of damage or unsold goods, lack of employee loyalty and motivation, no room for advancement beyond management unless employees invest in the franchise. And lastly, the lack of organizational structure with respect to not having an official handbook outlining the company’s policy and procedures, goals and objectives of the company. Additionally, we will address the Rational Choice Decision-Making Process, the Exit-Voice-Loyalty-Neglect (EVLN) model as well as the Expectancy Theory which is based on “the idea that work effort is directed towards behaviors that people believe will lead to desired outcomes”. (Mcshane & Von Glinow, 2011) It is our goal to provide you with our case study that will give you a detailed analysis of Perfect Pizzeria and our recommendations on how to successfully get them back on track in terms of gaining higher franchise profits, attracting and retaining qualified workers, establishing a respectable managerial and employee relationship, allowing for an inclusive receipt of bonuses and rewards for outstanding job performances by any employee, not just management.

Problem Statement
Perfect Pizzeria currently does not have a systematic selection criterion for hiring managers. Managers demonstrate low expectancy to performance and do not properly execute their role as a manager. Hence, managers lack the leadership and problem resolution techniques to properly communicate with their employees. Consequently, the lack of communication between managers and employees has lead to low morale and ennui within their organizational structure.

The objective of this case analysis is to address the multiple symptoms within Perfect Pizzeria which are 1) improve managerial skills, 2) improve employee morale, 3) improve profitability, 4) increase communication between employees and management, 5) improve work quality 6) monitor employee progress and 7) provide feedback to the employee. Perfect Pizzeria is experiencing managerial and employee problems that are negatively affecting team morale, loyalty, and causing a more consistent rise in the percentage of food and beverages unsold or damaged leading to low profits for the franchise. In view of that, the work environment appears to show that the employee’s lack job satisfaction and motivation.

Analyzing Case Data
Management Employees
The case study of Perfect Pizzeria outlines several management criteria that were not in the best interest of...
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