BRandy+Mod+2+ass. - Course work PDF

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Date: January 20, 2022 To: Director of Retail Operations, SNHU (Southern New Hampshire University) Pet Supply Company From: Brandy Gibson Subject: Improvement of Team Efficiency and Productivity After careful evaluation it has been brought to my attention that productivity and efficiency have been severely brought down by an incredibly low morality rate from the team. The team seems to have started feeling a lack of self-empowerment, in leu of being micromanaged. A Manager used the time sheets and cross-referred to task lists: When there is something that does not match or add up, the team member must send an email to upper management alerting them of the mistake that had been made and why the mistake was made. There are team members that feel as if They just are not living up to the upper-level manager's expectations. Additionally, some employees feel as if they were given a job role, that they are overqualified, and some feel as if they are underqualified. Given the chance, they feel as if they might be able to be of greater use in a job role that they are qualified for. I spoke with the managerial staff and was informed that no changes have been made yet. They have also let me know that no changes have been made and that company guidelines and policies that are already in place are being followed

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Management has informed me that they have not made any changes and they are following the company guidelines and policies that are already in place. Soomo web text states that “Managers are responsible for supervising the process that ensures that activities are completed effectively and efficiently with other people.” ( Soomo Learning. 2022 P. 2.4) It is my most educated opinion that the management team has done their absolute best to ensure that the department is running efficiently and e4ffectively. It also says in soomo learning that “they also achieve the firm's set goals through the execution of the 4 basic managerial functions: Planning, Organizing, leading and controlling.” (Soomo Learning, 2022, P. 2.4) The managerial staff has fallen short when it came to the planning and leading aspect of the manager role the team and making plans. They have been using the same systems that have been in place for years instead of developing and implementing an alternative. With regards to leading, management staff could do better at learning the team member skill sets, strengths, and weaknesses as well as empowering encouraging team members to make decisions on their own with some guidance of course from the upper-level staff. The first step that I would put into play would be that all upperlevel staff members to be more engaged with their team members. they need to Get to know each team member individually and an assessment to better understand the skill set of the employee upon hiring them. For the employees that are already under our employment have been interviewed, reassign team members to positions that are more inclined to meet their skill sets. The company could also reevaluate the training curriculum that they offer to new employees. As well as each year reintegrates each employee to training so that they are well informed on their specific job function. This would ensure that each employee is comfortable with their duties and is being used in the most efficient way possible; this will help team members use their strengths so that they can follow through with departmental goals and it would allow team members to

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expand their skill sets. Next, it would be recommended to revisit the current operating plans procedures and put together a contemporary operating plan that would allow management to keep track of performance standards all while empowering team members to make the best decisions for the good of the company. Also, I would like to suggest an incentive plan that would reward the employees for their demanding work and loyalty to the company. The incentives could be as much as a free paid vacation day or team member of the month award with a $150 dollar gift card. I believe that this would work because it would give team members something to aim for and it would allow them to feel as though they are not being “micromanaged.” With the right planning and employee involvement for implementing the new operating plan, as well as the incentive program being available and in place within a month, I don't see why or how the company won't reach its goals....