I would like to start by saying that I am grateful to be a part of the Cupcake-Palooza family. I appreciate your trust in my leadership skills to lead the new team at the Monroe WI bakery. I look forward to developing a productive and successful team that will achieve the company’s vision.
Assembling the right personnel for the new bakery is like concocting the right recipe for the perfect cupcake; it starts with hiring people who fit the company’s philosophies. In addition, it requires finding people with the right attitude, personality, core values, and desire to belong to something greater than themselves. The next step is to “train employees in a practical, accurate understanding of the natural behavior of the business in which they work, connect those employees’ efforts to the company’s objectives through clearly defined goals and expectation, provide support, and stand back and watch them go” (Pound, Bell and Spearman). Finally, as leaders, it is our responsibility to encourage our employees to achieve the greatness within themselves. In order to be successful, we must coach, motivate, and inspire them to grow, not just as individuals, but as an efficient and productive unit.
Ultimately, for the company to travel down the path of success, it is imperative that the employees believe they matter to the
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Therefore, another way of getting employees to follow leadership is to recognize their accomplishments, regardless of how minuscule. There are hundreds of books available on how to recognize and reward employees. In 151 Quick Ideas to Recognize and Reward Employees by Kenneth Lloyd, Ph.D., the author discusses some basic rewards, like presenting a book with an inscription, offering prime parking, giving birthday and anniversary cards, and providing employee retreats. Granted, in order for some of these rewards to work, leaders must know their team
On Tuesday October 18, the members of Group 6 met to discuss the challenges facing Remycake Bakery and its employees. During this meeting, we discussed the problem solving and decision making modes we will implement to help Remycake Bakery, the communication tactics to utilize, and a final problem or topic statement for our next group activity. Our team evaluated the Remycake Bakery to assess the changes that have caused a rise in customer complaints over the last six months. The founders of Remycake Bakery believed the culture produced at RemyCake was what made their bakery unique, original, and what set it apart from competitors.
Chris and Pat Anderson, majority shareholders and founders of Cupcakes-Palooza (CP), is a privately held corporation located in Janesville, WI. CP’s office hours are Monday thru Friday 8:00 A.M. until 4:30 P.M. and bakery hours are 4:00 A.M. until 12:30 P.M. During bakery operations, CP produces and sells roughly 15,000 cupcakes weekly to selective grocery stores in the Janesville area.
The purpose of this experiment was to see how much the time spent baking in an oven would effect a cupcake. More specifically, how much it effects the rise. Also I wanted to see if I could find the perfect bake time where they tasted the best in my opinion. I was able to do that quite easily, with only a few problems.
"First, Break All the Rules: What the World's Greatest Managers Do Differently” was written by Marcus Buckingham and Court Coffman. It’s based on in-depth interviews by the Gallup organization of over 80,000 managers in over 400 companies to help managers as well as talented employees who have the potential and plan on eventually becoming great managers. The book is mainly branched into "four keys" that are vital to proclaim the potential and perplexity of human resource development in organizations of all sizes. These keys consider the capacity of a manager to select the optimum personnel based on talents, results, strengths, and fit. It’s an excellent book that turns the conventional wisdom about managing people upside down and provides great insight on how to assess the performance of an organization in general.
Support employees live well and achieve their goals, thus contributing to the organization growth by cultivating talent, networking and leadership through employee growth. Such a commitment and diverse perspective enable the talented workforce to perform at their full potential to deliver great products.
In a business or a workplace, it is essential for the organization, which consists of the employers, the managers, and their employees, to work towards reward programs within the human resources in order to create a healthy and cordial work environment and most importantly, to efficiently achieve business’ goals. In Carol Patton’s (2013) article, Rewarding Best Behaviors, she explains the importance of several companies that are beginning to recognize their employees, not just for the end-results, but for reflecting good behaviors towards the business’ values, such as demonstrating creativity on certain projects, problem solving towards certain issues, and also collaborating with fellow co-workers. Patton stresses that these reward programs could help suffice the overall being of a company as long as the rewarded behaviors correlate with the corporate strategy. Patton expresses that some things human resources must comprehend include “how its company creates success, what drives its business strategy and what behaviors are needed from employees to achieve that success” (Patton, 2013 para. 15). Moreover, the employee would be reflected as a role model for others and perhaps influence them to demonstrate comparable behaviors.
“Without change there is no innovation, creativity, or incentive for improvement. Those who initiate change will have a better opportunity to manage the change that is inevitable.” William Pollard’s, a 20th century physicist, words show us the power of being proactive, and igniting change to strengthen a company’s productive climate (Sellers, Boone, Harper, 2011). Acme Airlines flight attendants lacked incentive to improve the quality of their work, as a result of distrustful management and overall frustration within the company. Acme took successful steps to rebuild their FA program into a more relationship oriented work environment. Through an understanding of effective leadership, we will use the
The Cheesecake Factory brings authenticity to many people around the world. It began from a 1940s newspaper recipe, that later turned into a dream. Accomplished by a woman and her family with desires to succeed in their business. At The Cheesecake Factory Incorporated majority of their employees say it’s a great workplace. It is known for it’s tasty cheesecakes and it’s enticing meals. The Cheesecake Factory is not just an amazing place to dine at for their pastry, but their restaurants cuisine is highly favored.
Marriage equality for its citizens has become a hot button issue in America these days. Many people agree that marriage does not need to be between one man and one woman, but between people who are deeply in love regardless of their romantic preferences. However, should it still only be between two people? Although it is not as publically acknowledged as homosexuality, polyamory is becoming more common in today’s world. A better understanding of polyamorous relationships will make it easier to consider this subject during the forming of legislature regarding marriage equality.
"A simple thing such as giving a employee a little reward for outstanding performance for a month or a year could help motivate other employees to want to do better so that they could have the chance to be recognized for their outstanding work.
315), motivating other is to give recognition and praise can be thought as directly placing a positive reinforcement, that is reinforcing the adequate behavior by giving an award. A strong motivator is recognition because it is a regular human need. DuBrin (2013, p. 316), an outstanding of recognition, which include praise, as a motivator it that it is no cost or low cost yet powerful. Bob Nelson, a reward expert, reminds us that money is important to employees and recognizing others motivates them to elevate his or her performance. It has a huge return on investment in comparison to a cash bonus. DuBrin (2013, p. 318), according to equity theory, employee motivation and satisfaction depend on how properly the employees believe they are treated in comparison to peers. The theory debates that employees have certain beliefs about the outcomes they receive from their jobs, as well as the inputs they invest to obtain these outcomes. This theory has many implications for the leader who attempts to motivate subordinates. No matter how well a program productivity or cost-cutting is, it needs to still provide equitable pay. Also, the leader needs to see that subordinates perceive themselves to receive a fair deal in terms of what they give to and receive from the company. DuBrin (2013, p. 320), effective leaders are good coaches and good coaches are effective
Reward and recognition has to be promoted for small and large achievements. An effective reward’s program keeps employees engaged, dedicated, and committed to the organization.
Hiam,A.(1999). Motivating & Rewarding employees: new and better ways to inspire your people. Adams Media Corporation. U.S.A.
The culture of appreciating employees for their hard work and achievements by incentives shows how the organization values their employees. Lincoln believed “Status is of great importance in all human relationships. The greatest incentive that money has, usually, is that is it a symbol of success... The resulting status is the real incentive... Money alone can be an incentive to the miser only. There must be complete honesty and understanding between the hourly worker and management if high efficiency is to be obtained”. This shows how harmoniously the labor and management have to work together to produce
Secret Recipe has faced some problems when provide services for their customers and these problems would lead to decrease of customer’s satisfaction. Our team has identified the problems that occurred during the process where Secret Recipe delivers their services for customers.