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
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Job satisfaction is a key driver to corporate success. It is clear that at Perfect Pizzeria employees are dissatisfied with their work environment. In order to overcome job dissatisfaction‚ one might influence employee motivation by applying the expectancy theory - the theory of motivation that suggests employees are more likely to be motivated when they perceive their efforts will result in successful performance and ultimately‚ desired rewards and outcomes (McShane and Travaglione 2007‚ p146).
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Perfect Pizzeria: The Not So Perfect Case Study At Perfect Pizzeria in Southville‚ Illinois‚ the working culture is by far not perfect! It is an environment that lacks company dedication‚ effective management‚ and individual motivation. Although the company is the second-largest franchise of its chain and is flourishing‚ it appears that the rewards are not beneficial to the employees but only to the company. The current system is such that each franchise is equipped with a manager who works under
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Catherine Soledad Jerald Bred Shiela Mae Bardinas Mila Rose Prado Sittie Amira Munib Jinky Pedroso Syvan June Lusanta SUMMARY OF CASE This case entails the decision of a manager of the Perfect Pizzeria in South Ville‚ Illinois. The chain pizzeria restaurant manager is forced to make certain decisions in order to receive his bonus. The manager is paid this bonus only if the damaged or unsold food percentage is low at the end of the month and must devise methods to ensure that the
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Perfect Pizzeria of Southville‚ Illinois‚ is a franchise of a large chain which is headquartered in Phoenix‚ Arizona. Although the business is prospering‚ it has employee and managerial problems. Each operation has one manager‚ an assistant manager‚ and from two to five night managers. The managers of each pizzeria work under an area supervisor. There are no systematic criteria for being a manager or becoming an manager-trainee. The franchise has no formalized training period for the manager
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I believe the equity theory of motivation is the most appropriate explanation to deal with the situations at the end of the case. The equity theory of motivation individual’s motivation level is correlated to his perception of equity‚ fairness‚ and justice practiced by the management. This is demonstrated within the Perfect Pizzeria case because the employees perception of equity and fairness declined to an unsatisfactory level causing a decrease in performance. This loss of equality then dwindled
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Some analysis and recommendations for Perfect Pizzeria I. Problems Of This Case Perfect Pizzeria has no clearly regulations‚ reward systems‚ training systems ought to be developed aiming to introduce the motivator factors to employees‚ such as achievement‚ recognition and advancement. For manager: This no formalized training nor was there any systematic criterion for becoming a manager. This led to a low effort to performance expectancy as the managers doubted their capability
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After the tedious and intense research of the finances and labor needed to run Father and Son Pizzeria‚ it is clear that the restaurant is becoming a burden to the Vega family. The hard work and long hours needed to run this business cost more than what the actual restaurant makes in profit. The following provides explanations on what should be done with the restaurant‚ and other alternatives to create a bigger profit at lower cost. Summary After analyzing the dilemma‚ there are several steps to
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understand and comprehend the concept of the learning curve. According to Chase‚ Jacobs‚ and Aquilano (2006)‚ “a learning curve is a line displaying the relationship between unit production time and the cumulative number of units produced”. Mario Pizzeria is looking for ways to improve upon customer wait times. The current wait time for customers is at least seven to nine minutes during peak times. This has left the customers frustrated and some leave without being served‚ thus affecting the profits
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females‚ will also incorporate elaborate training programs as well as support services that will ensure that participants get the best assistance in their stay. Currently‚ Perfect Homes is one of the few organizations that has the ability to offer long term transitional housing with in-house training programs. Furthermore‚ Perfect Homes will employ a friendly marketing campaign through the use of the local media‚ pamphlets‚ local marketing events‚ as well as one-on-one engagements. The marketing strategies
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