Blue Grocery Store
Case Study Blue Grocery Store
COMM 215
November 24, 2010
Dr. Victoria Santiago
Case Study Blue Grocery Store Through this study will provide alternatives to the status of personnel management of the first and second shift of the Blue Grocery Store, Inc. during the summer months. Analyzing the past situation of the company and how it has affected production levels of the mentioned shifts. The intention is to maintain levels of high business effectiveness while providing a positive work environment for employees. Blue Grocery Store Company Inc. is a food distributor currently operates in three shifts. Mr. Arthur Reed is the supervisor of the first and second shift. Mr. Reed has over twenty years of business experience and …show more content…
Considering that this is a redundancy that occurs every year and management should have an action plan to work with this problem. Ahead of the situation is a very effective way to prevent it from becoming one affecting the operation of the company. Clear policies on personnel management should be the first step to improving the situation faced by the employer and achieve both objectives: to keep staff working nicely and still meet the goals of the company. Apparently the main reason for the problem that the company is the lack of effective planning in preparation for the summer and not have a clear policy on disciplinary actions taken for unexcused …show more content…
This agenda can be rotated each year to give opportunity to all employees to enjoy their summer vacation. Of any conflict with the implementation must be clearly understood by means of rules to follow method to solve it. This agenda should be arranged so as not to affect the operations of the company, because it controls the amount of people who will be out each month. 2) Set bonuses or incentives to employees who fulfill their attendance at work during the year. This bonus may be monetary or through gift certificates to stores or even certificates to purchase products directly from the company. This type of action will encourage the employee to leave and have no awareness of the importance of reporting to work every day. 3) The protocol must implement a progressive discipline that takes disciplinary measures employee who was constantly absent and who does not meet your schedule. This protocol should set warning levels, which should start arriving verbal warnings to dismissal. This implementation shall be in accordance with the clauses of the collective agreement, not to be included therein will be negotiated to be
COMM 215
November 24, 2010
Dr. Victoria Santiago
Case Study Blue Grocery Store Through this study will provide alternatives to the status of personnel management of the first and second shift of the Blue Grocery Store, Inc. during the summer months. Analyzing the past situation of the company and how it has affected production levels of the mentioned shifts. The intention is to maintain levels of high business effectiveness while providing a positive work environment for employees. Blue Grocery Store Company Inc. is a food distributor currently operates in three shifts. Mr. Arthur Reed is the supervisor of the first and second shift. Mr. Reed has over twenty years of business experience and …show more content…
Considering that this is a redundancy that occurs every year and management should have an action plan to work with this problem. Ahead of the situation is a very effective way to prevent it from becoming one affecting the operation of the company. Clear policies on personnel management should be the first step to improving the situation faced by the employer and achieve both objectives: to keep staff working nicely and still meet the goals of the company. Apparently the main reason for the problem that the company is the lack of effective planning in preparation for the summer and not have a clear policy on disciplinary actions taken for unexcused …show more content…
This agenda can be rotated each year to give opportunity to all employees to enjoy their summer vacation. Of any conflict with the implementation must be clearly understood by means of rules to follow method to solve it. This agenda should be arranged so as not to affect the operations of the company, because it controls the amount of people who will be out each month. 2) Set bonuses or incentives to employees who fulfill their attendance at work during the year. This bonus may be monetary or through gift certificates to stores or even certificates to purchase products directly from the company. This type of action will encourage the employee to leave and have no awareness of the importance of reporting to work every day. 3) The protocol must implement a progressive discipline that takes disciplinary measures employee who was constantly absent and who does not meet your schedule. This protocol should set warning levels, which should start arriving verbal warnings to dismissal. This implementation shall be in accordance with the clauses of the collective agreement, not to be included therein will be negotiated to be