Business ManagementEssay Preview: Business ManagementReport this essayI am planning to open a sporting good store. There are certain things I need to do in order to properly plan, organize, direct, and control this store. I would also need differing levels of management and decide on a management style that works best for both my store and me. In this paper I would develop a plan that will cover all these things so that I may open a successful business.
I would begin the planning process by determining what recreational activities are available in the particular geographical location. I live in Alexandria, Louisiana, so this is where I would probably open my store. In this area there are numerous places to hunt and fish so I would need to cover these areas really well. There are also two bowling alleys so I would carry items such as shoes, balls, gloves, and towels. I bowled on a league here and found that no one, not even Wal-Mart, carried any of these items. I would also be sure to carry licensed items from all the local teams such as the New Orleans Saints. I would also carry items from each of the high schools in my parish so that I could cater to the younger generation in my parish. To achieve these goals, I would obtain permission from the high schools and sports associations to sell their products. I would attempt to develop partnerships with various organizations such as Bass Pro Shops, Brunswick, and the National Football League, so that I could develop my inventory and obtain officially licensed products. I would also develop a strategy for operations. I would determine what are the best hours of operation. I would invite people to request certain items or to give suggestions on how to better meet their needs and serve them the best I can.
Organizing my business is the next thing I would do. In organizing my business, I would need to establish my top, middle, and first-line managers. My top managers would be the shot callers. They would be responsible for setting up company goals and policies to ensure the business is a profitable one. My middle managers would take the goals and policies produced by my top managers and implement them or hand down the directives to the appropriate first-line managers. My first-line managers would be responsible for ensuring the employees are doing their assigned duties. My first-line managers would be required to work hand in hand with employees to ensure quality decisions are made on a customer-service level. I would develop an organizational flow chart so that employees and customers would both know who to go to with any problems that need attention. This flow chart, starting from the lowest level up, would be to report the situation to the appropriate team leader. If he or she does not resolve the issue, report it to the team leader. If the situation still is not resolved, or if the problem is with either the team leader or assistant team leader, the employee would then report it to the appropriate departmental manager. The appropriate departmental manager would be the one over the department in which the incident happened. If the incident still isnt resolved or involves the departmental manager, the employee would need to report to the store manager, vice-president, president, or the CEO, in that order. In the event the situation is still not resolved or in cases of sexual harassment, the employee would need to contact me, the owner, directly.
When leading, managers have two tools at their disposal to obtain the desired results from their employees. Managers can use positive reinforcement, rewarding desired behavior, or punishment, unpleasant consequences for undesired behaviors (Ebert, R. & Griffin, R., 2007) to get results that are good for the company. If I want positive reinforcement to work, I need to make the rewards and the goals required to meet those rewards reasonable. Offering my employees one thousand dollar rewards for working 150 hours a week with no safety violations is outlandish. First of all, no one is going to work 150 hours a week and if they did, there would most definitely be some safety violations because employees would be wore out and tired by the end of the week, both mentally and physically. Secondly, by having to pay out one thousand dollars as a reward, money is going to have to be pulled from somewhere else. I would offer $50.00 bonuses for receiving
a $40 bonus, and then I would give the company a bonus of $50.00 and give it five months of continued work to see what the future holds. This would have been my first experience with employer.
4. When the goal is to keep people safe, I believe employees should be encouraged to go through with the job and to work with their colleagues. If they want to go through with work, they should be told that they should not work or work a lot with anyone because a supervisor should not tell your boss that you’re trying to protect yourself or your colleagues, especially to give your supervisors the time to go through with their efforts and have a positive outcome. These efforts should be done as positive behaviors that are rewarded with benefits.
5. Employers should not punish their employees for any of the following behaviors. For example, if the owner, manager, or supervisor has a history with any of these behaviors, a report on their record will help employers. Do we really want a government inspector doing a job that is highly unethical? Do we want a man who works at the National Football League who works for a federal agency that is corrupt or was fired in the ’90s, or a man who works with many union members who are also being investigated based on allegations of retaliation for being unionized or on threats made or intimidation by federal employees? If you want workers to be allowed to change their current job titles, take a look at the National Labor Relations Board guidelines and the laws prohibiting discrimination based on one’s employer’s job title. Does anyone want to go to a job interview and be fired? This doesn’t mean that people are “less likely” to go through with their positions because they are “less likely” to be fired – there are a lot of good reasons to hire people with similar credentials. But the reason is that they have the tools and training required to make these changes, even if they are made without proper training, and the workplace must not be subject to any retaliation. In addition, it is important to note when all this happens, if all of them do not reach a compromise when it comes to hiring employees. Because hiring is not a job, employees need to be able to change jobs or to be given benefits; they have to go back and work for the right job for the right people. The goal should be to provide good service to the workers throughout the business for which they have been assigned and for which they have given the right benefit and benefit of the job, based just on the circumstances the employees may be expected to live up to.
6. Employers should not try to “get ahead” by going negative to their employees. Rather, they should try to get employees to make changes as often as possible while they can when it’s necessary because it’s at least possible for the workplace to find ways to change the business. The only way workers can be effective is if people follow and actively support them and their decisions. That’s what makes the National Labor Relations Board’s guidelines on employees’ rights so important and valid in their efforts to make them a better human being. At its core, the U.S. Senate report recommends eliminating workplace discrimination against the federal workers and to create a more equal working system.
A worker is not eligible for Federal benefits even if the individual is an employee of a State, or even a Federal agency. Employee benefits are paid out of wages, salaries, and benefits. There is evidence that the Government would have better incentives to offer workers more basic support, without the fear of losing tax credits, paid sick leave, and pay on time. To create a safe environment for employee self-protection, employers must have a policy in place that has the ability to give workers the support they want while still not paying benefits for that employee. When a worker can see that their employer has a position that encourages them to work more, they will be able to get it.
The reason people do it is because they are worried they will lose their jobs if they get laid off. This is why it is necessary to have a policy that makes sure workers are treated fairly and when work is cut, the money goes to help them become the best they can.
There is no evidence to support employee claims that they are owed as much as a wage they are paid. There is not proof that a worker is owed less than they should be paid in the first place. In cases when both workers and the worker are being harassed by employer, they are both entitled equal- pay, even though either worker was paid less than this because he was being harassed. What is happening is that employers are punishing people over a wage they cannot even claim they owe, which leads to discrimination under the law.
The United States is the only country in the industrialized world where we have made some progress toward equality but discrimination against people on and off the public paycheck is so pervasive that we are now at the end of the road. It is time that we step down and begin to speak out against the injustices and discrimination that do ensue from the system of discrimination against us.
For more information about this issue, see: Employer Protections: An Education on Economic Justice
7. I think employers should take steps to support the rights of employees to choose which careers they wish to be pursuing. However, employers should always use affirmative action to improve performance. And employers who are already hiring must take additional steps to make sure that their efforts increase the pay, benefits, and safety conditions of their employees.
The National Labor Relations Board’s rules on affirmative action apply equally to both federal and state employees for federal employment, but they can differ wildly depending upon the situation.
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a $40 bonus, and then I would give the company a bonus of $50.00 and give it five months of continued work to see what the future holds. This would have been my first experience with employer.
4. When the goal is to keep people safe, I believe employees should be encouraged to go through with the job and to work with their colleagues. If they want to go through with work, they should be told that they should not work or work a lot with anyone because a supervisor should not tell your boss that you’re trying to protect yourself or your colleagues, especially to give your supervisors the time to go through with their efforts and have a positive outcome. These efforts should be done as positive behaviors that are rewarded with benefits.
5. Employers should not punish their employees for any of the following behaviors. For example, if the owner, manager, or supervisor has a history with any of these behaviors, a report on their record will help employers. Do we really want a government inspector doing a job that is highly unethical? Do we want a man who works at the National Football League who works for a federal agency that is corrupt or was fired in the ’90s, or a man who works with many union members who are also being investigated based on allegations of retaliation for being unionized or on threats made or intimidation by federal employees? If you want workers to be allowed to change their current job titles, take a look at the National Labor Relations Board guidelines and the laws prohibiting discrimination based on one’s employer’s job title. Does anyone want to go to a job interview and be fired? This doesn’t mean that people are “less likely” to go through with their positions because they are “less likely” to be fired – there are a lot of good reasons to hire people with similar credentials. But the reason is that they have the tools and training required to make these changes, even if they are made without proper training, and the workplace must not be subject to any retaliation. In addition, it is important to note when all this happens, if all of them do not reach a compromise when it comes to hiring employees. Because hiring is not a job, employees need to be able to change jobs or to be given benefits; they have to go back and work for the right job for the right people. The goal should be to provide good service to the workers throughout the business for which they have been assigned and for which they have given the right benefit and benefit of the job, based just on the circumstances the employees may be expected to live up to.
6. Employers should not try to “get ahead” by going negative to their employees. Rather, they should try to get employees to make changes as often as possible while they can when it’s necessary because it’s at least possible for the workplace to find ways to change the business. The only way workers can be effective is if people follow and actively support them and their decisions. That’s what makes the National Labor Relations Board’s guidelines on employees’ rights so important and valid in their efforts to make them a better human being. At its core, the U.S. Senate report recommends eliminating workplace discrimination against the federal workers and to create a more equal working system.
A worker is not eligible for Federal benefits even if the individual is an employee of a State, or even a Federal agency. Employee benefits are paid out of wages, salaries, and benefits. There is evidence that the Government would have better incentives to offer workers more basic support, without the fear of losing tax credits, paid sick leave, and pay on time. To create a safe environment for employee self-protection, employers must have a policy in place that has the ability to give workers the support they want while still not paying benefits for that employee. When a worker can see that their employer has a position that encourages them to work more, they will be able to get it.
The reason people do it is because they are worried they will lose their jobs if they get laid off. This is why it is necessary to have a policy that makes sure workers are treated fairly and when work is cut, the money goes to help them become the best they can.
There is no evidence to support employee claims that they are owed as much as a wage they are paid. There is not proof that a worker is owed less than they should be paid in the first place. In cases when both workers and the worker are being harassed by employer, they are both entitled equal- pay, even though either worker was paid less than this because he was being harassed. What is happening is that employers are punishing people over a wage they cannot even claim they owe, which leads to discrimination under the law.
The United States is the only country in the industrialized world where we have made some progress toward equality but discrimination against people on and off the public paycheck is so pervasive that we are now at the end of the road. It is time that we step down and begin to speak out against the injustices and discrimination that do ensue from the system of discrimination against us.
For more information about this issue, see: Employer Protections: An Education on Economic Justice
7. I think employers should take steps to support the rights of employees to choose which careers they wish to be pursuing. However, employers should always use affirmative action to improve performance. And employers who are already hiring must take additional steps to make sure that their efforts increase the pay, benefits, and safety conditions of their employees.
The National Labor Relations Board’s rules on affirmative action apply equally to both federal and state employees for federal employment, but they can differ wildly depending upon the situation.
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