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Effective managerial communication
A brief summary about corporate communication
Effective managerial communication
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Hannah’s Ice Cream is an ice cream business located on Elgin’s Beach main street at one of Lake Huron’s finest beaches. Before the original business owner and founder, Hannah, retired; this business was a thriving enterprise well admired by its local community. Equivalently important, it also established itself to become an icon in the town and its success was due to several factors. First factor: Hannah established an ethical workplace in which her employees were treated fairly and appropriately. To emphasize, her workers were paid more than minimum wage, they were provided with incentives, and they had the right voice their ideas on weekly improvement meetings. Additionally, most of her staff were teenagers and most of her customers were …show more content…
teenagers. This is essential information because it illustrates the importance of the business’ ability to identify common customer expectations by listening to its staff members on improvement meetings owing to the fact that the staff members and customers alike are mostly of the same age group. Second factor: With ethical principles implemented and having its employees respect needs satisfied, the business had achieved high performance.
To be more exact, its employees were enthusiastic, motivated and friendly; ultimately, they provided excellent and satisfactory customer service to which all customers responded well. Eventually, 40 years after the store was founded, Hannah retired and sold the company to Ike Telloni, a former regional marketing director of Waterloo Ice Cream for Southern Ontario. Despite Hannah’s Ice Cream being a successful business for years, the once greatly viewed enterprise spiraled downhill due to the new management introduced by Ike. Overall, Ike management demonstrated the opposite factors of Hannah’s success.
As mentioned above, when Ike took over the business from Hannah, the trend drastically turned in the opposite direction. The reason for this, business wrecking trend is due to several factors of immense mistakes. In fact, one of the greatest mistake Ike have committed is him emphasizing a cold, short-tempered, and uncommunicative role without any realization, as well as inappropriate treating and insulting his employees. In other words, he established an authoritarian
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working atmosphere and implementing “command-and-control” pyramid system in which his employees were not regarded as human assets. Most compelling evidence is how Ike handled certain situations when his employees made errors, including the smallest mistakes. He would loudly criticize and shout at them in a ridiculed manner in front of other associates and often in the presence of customers. Besides being loud, Ike even went further: he literally demoralized and insulted his employees. For instance, one day he lost this temper when one of the staff members made a small error, so he screamed at him and called him “stupid”; once again, in front of customers. Correspondingly, he rationalized this unethical behavior by convincing himself that it was appropriate because they were teenagers, and thus needed to be taught a lesson on how the business world functions. In reality, this is tremendously far from the truth. Instead, Ike has to face the following negative consequences for his actions: negative customer feedbacks, the destruction of business reputation, loss of customers and resignation of employees, and most importantly, the drastic decline of revenue by 17% and profit by 22%. To summarize, by Ike exhibiting appalling and improper treatment to his associates, he consequently led the business to a sudden decrease in revenue and profit which led to money loss and customer dissatisfaction. Eventually and as well as a consequence for his unprofessional management, the probability of competition in the area increased dramatically; ultimately, another ice cream shop was opening up in the town to challenge Hannah’s Ice Cream. This led to his second biggest mistake: his lack of will to be competitive and reassure communitarian responsibility subsequently disappointed the community. To clarify, he assigned Nafeeza Shelfie, his assistant manager who is studying management at a local college, to develop a marketing strategy to attract customers to re-establish Hannah’s fame in for its annual promotions on Canada Day. This included flyers, coupons, newspaper advertising, and so on. It should have been Ike’s responsibility to deliver the message to the community by submitting the copy to the local newspaper, but he was careless and forgot about it. This not only damaged the business’ reputation but also had Nafeeza’s time wasted to which she was rightfully furious about. In other words, being an irresponsible member of the community and not appreciating his assistant manager’s loyalty to company cost him a lot of money and a damaged prestige. To rephrase it, Hannah’s Ice Cream lost sustainable competitive advantage to its rival, the newly open ice cream shop. Ike has gotten himself in a predicament due to his indecorous behaviour.
For this purpose, he would have to implement a carefully planned strategy to regain its lost customers and respect from the community. First of all, he has to reintroduce the previous approach before Hannah, the founder, retired. This means he would have to publicly apologize for his unethical decision making and improper treatment of his employees. To further expand the effect for positive results, he should also write a letter to or set up an interview with the local newspaper to get the community’s attention. In addition to this, he should also apologize for wasting Nafeeza’s time. Second, when hiring new employess, he should from now on treat them with respect and dignity, and he should not substitute the costs for employee benefits. To regain high quality work performance, he would have to, as mentioned before, reintroduce the old managerial approach that includes: incentives, improvement meetings, and more than minimum wage. Furthermore, he should refrain from shouting and directing offensive words at his employees, especially in public. Instead, he should from now on call out the employee making errors to meet him in the manager’s office, so they can privately discuss the work-related issues in a professional manner. By doing so, he will achieve respect from his worker, which ultimately results in positive feedback from his community. Lastly, he should immediately develop an innovated
marketing procedure to attract customers to the store. So, instead of waiting for the next holiday, he should as soon as possible design a 7-days promotion for the following week. However, this time, he should do the work rather than asking Nafeeza to do the hard work again. After all, he used to be the regional marketing director of Waterloo Ice Cream for Southern Ontario; therefore, he has the experience for task. Equally important, this time, he should make sure to have his promotions week advertisement published in the local newspapers. This essential step will definitely contribute to satisfying the community. All in all, the result will be restoring business success.
Gobias Industries is a company that is seeking to promote diversity amongst the organization and strives to be the best. However, it is seen that the company lacks certain criteria that may negatively impact them to the extent where they would need to shut down their facilities. The main issues Gobias Industries has faced is the harsh conditions employees have to work in that are most definitely safety hazards, Sexual harassment, and low retention rate. It is clear that Jim, Maria, Tracy and most of the employees are not satisfied with their experience with the company indicating that Gobias Industries must do something about it as soon as possible before they decide to leave as well. For this, we have analyzed the three main problems with
In The “So Called Iced-Cream” by Daniel Barwick and “How Not to Get Into College: The Preoccupation with Preparation” by Alfie Kohn both demonstrate that life is meaningless without having passion for the things you do and things you wish to achieve in life. First of all, from Barwick’s essay Monty Burns has everything in gross excess yet cannot bring joy into his life. For instance, the narrator writes, “How could it be that Mr. Bums is unhappy? He has his own Xanadu, a nuclear power plant that he runs with his iron fist, a chauffeur driven Rolls-Royce, control over the local Republican Party… He was even reunited with his precarious teddy bear, Bobo. What, then, might the problem be? (Barwick, 3) Despite
o The franchisee would have the opportunity to build a production facility if ICEDELIGHTS was unable to provide the product to the new stores
Staying in touch with their customers would not enable Ben and Jerry to be as successful as they have become if their ice cream was not high quality as well. The second value the company espouses is to use only wholesome, natural ingredients. They began their operation on this premise, utilizing fresh Vermont milk and cream to create their frozen concoctions. During a period of volatility in the dairy market in 1991, the company went so far as to pay a dairy premium totaling a half million dollars to combat Vermont dairy farmers’ losses. This helped protect the family farmers who supplied the milk for Ben and Jerry’s ice cream.
The Specialty Cheese Company is a dynamic, small company that has thought about its future. The company has been around since 1839. It has survived when there were over 4000 cheese companies, The Great Depression and over 150 years of leadership. With less than 150 cheese companies in the United States, the Specialty Cheese Company has three United States Department of Agriculture approved functioning companies.
Focus on the needs of the customer and put the needs of the employee second, follow by the need of the leader as the last so to develop and grow the relationship of the customers while strengthening the
The first of the three most feasible solutions is to continuing to run Tropical Export Company with an autocratic leadership style, however to encourage participation and offer employees incentives. The second solution is to run the company with a Laissez Fair leadership style. This will allow the employees within the organization to settle problems themselves. The third solution is to change the culture from an autocratic style to a democratic style. This will allow the employees to give their honest input without fear of consequences.
Just a few weeks ago we lost a great legend in tap history, Bunny Briggs. It all started when Briggs was three years old and his mom took him to watch his Aunt Gladys as a chorus girl at the Lincoln Theatre. Bunny was mesmerized when Bill “Bojangles” Robinson performed; his inspiration to become a tap dancer. Bunny picked up his tap dance on the streets in his neighborhood and he and a few others were formed into a youngsters dance group named Porkchops, Navy, Rice, and Beans that performed around the city. Briggs was in a way discovered by an orchestra leader and pianist named Lucky Roberts in the early 1930s and was asked to join Roberts’ Society Entertainers and performed in mansions of America’s richest people and for the wealthiest: the
Galvatrens is consumer products company based in Houston whose core business is in home-health care and personal beauty. The top management comprises of the CEO and Chairman Chip Brownlee, the COO Harry Mart, the Senior VP of Sales Terry Samples, the Senior VP of Human Resources (HR) Dale Willis, the Lead Director Arch Carter, General Counsel Sydney Baydown, and the head of Audit committee Sheila Cruse. Chip’s predecessor was Walter Nikels, who was “authoritarian and hierarchical in his management and strategy style” (Hasson, 2007, p 2). As the company grew, Walter’s refusal to hire new talents into his executive team led to the exit of some of the best employees to competitors and the unattractiveness of Galvatrens to MBA
and will work their best to achieve them. With this management style, IKEA can use various methods of communications (see E5). However this type of management style could make decision-making slow and is not appropriate to some businesses such as, manufacturing industries. The organisational structure, culture and the management style of IKEA have to perform successfully so that, together they can achieve the company’s objectives. For example, to increase profitability: the communication within the organisation have to be clear so that, staff can understand what jobs have to be carried out; staff have to be motivated to perform the job; the relationship between managers and staff have to be strong and committing; the organisation have to encourage staff to create new ideas and share them amongst others; democratic managers have to listen and act on the opinions of workforce, democratic managers have to make sure that the workforce is well aware of the objectives of IKEA, etc.
Revitalization does not come from the top. It starts at an organization’s periphery, led by unit managers creating ad hoc arrangements to solve concrete problems
A job is very important in life and everyone works hard to make money. To have a permanent job or career a person needs to be a good employee. It’s hard to be a good employee because it takes a lot of patience to deal with customers sometimes. After reading this paper you should be able to work at Dairy Queen or any fast food place and be on top of everything. To be a good employee at fast food place especially at Dairy Queen a person needs to have a good attitude with customers, learn how to make ice-cream, and how to be a good employee at Dairy Queen.
In the West Indies Yacht Club Resort, the firm was encouraged a lot by the local government to post available jobs for natives to come and work, yet the resort was timid in that situation because of strict employment laws once they were hired on. Due to turmoil among native and expatriate workers, senior officials were stuck with several problems: (1) the turnover ratio in managerial positions, the customer complaints, and the culture feud, which was at the center of their little problem. From the beginning of the resort until now, the resort has gone from the elite to mediocre due to growing competition and declining customer satisfaction. The organization of the resort is somewhat systematic although it doesn't have any extreme training programs. None of the managers have had extensive training except for what they had received at other places of business.
When Kleinfeld's efforts at Siemens he has an idea in his mind to get the company restructured in a new and appropriate way. He planned to restructure the company by aligning the lines of responsibilities as it was done previous at Jack Welch at General Electric. Kleinfeld has tried a lot to make the structure as simple as possible and to make it less bureaucratic. He wanted it because of the fact that the decisions can be made more quickly and smartly. He wanted to turnaround the business units which are underperforming and giving no chance to earn revenues and incomes. Finally he thought to make simplified the structure of the company in order to reduce complexity and to gain competitive advantage (Armstrong,2006).
Weather in Malaysia is perpetually hot, so the customers will strongly want regularly to eat something cold. There have many population from different ages. But we found that, mostly the regular customers are kids and pupils who love to eat ice cream when the weather is hot. Gradually, ice cream become their favorite desserts.