April 25, 2014
April 25, 2014
Mr. Dave Ring
1400 Ohlendorf Road
Osceola, Arkansas, 72370
Subject: Proposal No F-0001 for American Greetings
Dear Mr. Ring
American Greetings has provided a place of card making and selling for over 100 years. It is our mission to create Happiness, Laughter and Love (AG, 1997). In order to keep our consumers happy we need to productive and efficient. Unfornately, we have fallen behind in our manual field department. There has been a number of complaints on the efficiency of the order fillers in this particular department. There is too much loitering between the employees. Another issue is the Ecard services we offer online. Customers can print cards for free, which means they don’t have to purchase the card in-store. It is my job to provide an effective solution.
Each employee must make a standard of 480 per week equaling out to 100% order filling, with an acceptance of 90% for the week. Fillers should also have no errors with an acceptance of one error per one hundred cards. All orders should be accurate according to the consumers pick list.
We thought it would help the company if we had a way for customers to access cards via internet. Ecards are free and you can design them yourself. They can be printed or sent via email.
Proposed Approach and Work Plan
In our first approach we will observe the fillers in this department to make sure that loitering is the only underlying issue. We do not have a problem with employees socializing, but there is a job to be done. If our consumers are not satisfied with our delivery then that puts the company in a hard place. We are falling behind, which causes us to lose money. Employees must be able to complete the work required of them in order for our business to remain steady. The issue that we are having is not with all of the employees, but it is effecting everyone.
Each filler will have to check their orders before taking them to the line. After the orders are placed on the line, a QC checker will recheck the order to make sure it is correct according to its specific pick list. Since the orders are being double checked there should be little to no errors. The point of checking the orders more than once is to cut down on the number of errors in each order. The way the employees are working will also be observed. I think it would be best if we put someone on the floor they are unfamiliar with rather than their team leader or a supervisor. Most times when employees see authority they change their routine so that it is pleasing in the eyes of the supervisor. The person that we put on the floor will be able to observe them for a week. At the end of the week he/she will report to us and we will go further from there.
Performance management does not always require disciplinary action. Some employees lack the training and development required to perform their job duties to the high standards of their employer (Scott, 2014). If this is the case, it is the employer and human resource responsibility to produce an action plan to help the employee develop the skills necessary to improve job performance (Scott, 2014). It is important that you address performance issues as they arise and pursue a progressive approach to discipline (Rutgers). If the report from our source reveal that loitering is the main issue, we will then conduct a department meeting. In the department meeting we will discuss the issue with the employees. We will also discuss how it is effecting the company. After the discussion, we will tell them the consequences of not performing their job duties to the best of their ability. If standard is not met in the week, they will receive a write up. After they receive three write ups the employee will be terminated. Disciplining employees is a difficult part of...
References: AGINTERACTIVE. (1997 – 2014). American Greetings. Retrieved from: www.americangreetings.com
Kokemuller, N. Work Ethic and Job Performance. (2014). Demand Media. Retrieved from: work.chron.com/work-ethic-job-performance-3267.html
Parr, E. Dealing with Employees: Improving Factory Production. (2004, June 29). All Experts. Retrieved from: http://en.allexperts.com/q/Dealing-Employees-1641/improving-factory-production.htm
Scott, S. About Employee Discipline. (2014). Demand Media. Retrieved from: smallbusiness.chron.com/employee-discipline-1897.html
Staff Employee Disciplinary Action: When and How to Take It. Rutgers University Human Resources. Retrieved from: uhr.rutgers.edu/uhr-units-offices
Stone, D. (2014, April 29). Personal Interview.
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