A Cure Of Growing Pains Costa Coffee Management Essay

Published: 2021-08-08 08:40:09
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Category: Management

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Nature Of The Change You Are Proposing :
Evaluate existing managers against the competencies list.
Design a development programme to enable management improve their performance.
Brief Reasons For Your Proposal :
Design a set of management competencies in order to be a benchmark against the competitor.
Measure current managers against competencies order to identify areas of competence deficit.
Use result to design a management training programme.
Identified To Benefits And Beneficiaries:
Organisation provide their employee complete training and development programme. which provide you extra carer designation of choice for the brightest school and university. Customer got benefits by doing business. Employee also beneficiaries to get good wages and also incentives through the organisation.
Increasing Market Share.
More efficiently manage the organisation.
Destination of choice for universe school liver.
An Increased motivation of managers through training and qualification.
An Increase Leadership quality by Management theories and style.
It also increased management skills of employee and the company over all get benefits through the high profits and Market shares. Company Managers got benefits and they have ability to extent their extra carer procreation.
Description Of Focus Organisation
Size Of The Organisation :
Costa Coffee is the first UK coffee shop and almost number one chain to commit sourcing Rainforest Alliance Certified Coffee. Except UK Costa coffee is now operates in more 24 countries, staff turnover of Costa coffee is too high and the employs staff is from 66 nationalities.
Costa coffee reported turnover in 2007 and 2008 is up 23.5% to £216.3 million, and sales up by 6.5% and profits is to £20.8 million it goes up 16.9%.
Costa is now officially the biggest and fastest upcoming coffee chain in the UK
Structure Of The Organisation :
They have international franchise structured and mechanisms on paper which gives to both owners and they handle them according their government rules and regulations. Costa Coffee structured is Bureaucratic Structured. They are mostly inflexible and are slow to respond to change.
Market of The Costa Coffee :
The UK coffee shop market want to be double in size over the next decade, new research has predicted. 
Now Branded coffee shops chains have more than 3,000 outlets in the UK, with a turnover of around £1.3b. Having grown at more than 15% annually for the past eight years, the market is set to expand further to 6,000 outlets with estimated turnover of more than £2.5b within seven to10 years, according to consultancy Allegra Strategies.
The market, which has already extended beyond urban centres into smaller towns and provincial areas, is now being taken up by non-specialist players such as Marks & Spencer and motorway stations such as BP’s Wild Bean Café. 
A survey of more than 6,300 people by Allegra Strategies revealed that consumers are visiting branded coffee chains more frequently than ever before and 11 million now visited a coffee shop at least once a week.
Aims And Objectives Of the Costa Coffee:
To improve staff development and training and employee skills They also achieve huge targets in coffee market. Increasing the share ratio in the market.
Recent History :
The Bruno and Sergio Costa made their set up roastery in Lambeth, London in 1971, supplying local caterers and coffee shops with their slow-roasted blend mocha Italy. Costa branched out to retailing coffee in 1978, when Costa coffee first store opened in England, London, Vauxhall Bridge Road.
Costa Coffee in 2005 is the UK second largest country is China Yesterday revealed bold ambitions to open more then 300 stores across the India Sub-continent, Heartland of tea-drinkers. It hope to steal march on its much larger American competitor, Starbucks, which has created a New Era.
EXTERNAL FACTORS EFFECTING CHANGE:
Economic and Market Factor:
There are some Marketing, Economical Factor Involves. Economical and Marketing are big Factor of Costa Coffee objectives. The major impact of the economy may be felt in the availability – and, hence, the price – of the factors of production. Land, labour and capital (in the form of new funds) will vary with the state of the economy and this will be reflected in a wide variety of indices such as levels of demand, interest and exchange rates, prices, wages, level of competition, etc ..
Economically there are too many factor involves. Despite the adverse economic trends the UK as a whole experienced relatively robust economic growth. It is estimated that the UK taken together, posted a better-than-expected GDP growth of 4.5% growth that than achieved in 2002.
Economically many risk weighted capital adequacy rations of their banking systems improve due to government sponsored bank recapitalization programmes, Continued progress in financial restructuring and improvement in financial risk management. The capital adequacy ratio of commercial bank in these countries.
Economic Profile
Age Group
Professional Classification Student
Marital and Familial Status
Ethnic and / or Religious Classification
Growing the profitability, scales and market share in the Asia specially in Pakistan.
They potential to reach significant scale.
Managing the Business so that shareholder value is added by each of our activities.
Providing the customer services
Market Segmentation already established competitors.
Competition:
The Costa Coffee is a brand has a premium status in all its market, A large competitor might wipe out any market position that Costa Coffee has achieved.
Costa Coffee always compete with Starbucks and fresh McDonald’s Coffee.
Legislative Factor:
There are some major legislative factor one of them is re-definition of the concepts of power and politics also the forms of political and legislative economics have slowly from a bipolar ( big government big business ) to a tri-polar structured ( authorities – private sector – civil society ).
Costa Coffee have some further programme in legislatively the implementation of free trade area or FTA and the other are non-tariff barriers and develop common product certification standards were initiated.
Costa Coffee also able in UK to formulated framework agreements for the intra-regional liberalization of trade in service.
Monopolies/competition legislation
Law of Environmental protection(eg "environmental protection legislation favours hybrid technologies")
Taxation policy
Foreign trade regulations
Employment law
Government stability
Important political events
Critical global markets
Newly industrialised countries
Population Factor :
Population is also involve in Costa Coffee its further divided into many other status.
Economic Profile:
Middle Class, Upper Middle Class, Privileged class.
Age Group:
Teenagers 16-19 years
Young Adults 18-25 years
Adults 25-50 years
Mature 50 and above.
Professional Classification Student:
Young Professional
Mature Professional
Retired People.
Marital and Familial Status:
Single
Married
Married with children
Married with Dependants
Ethnic and / or Religious Classification:
Christen, Muslims, Hindu others.
Asians, Caucasian, Africa, Americans, Latin Americans, Europeans.
Organisational Factor:
Costa Coffee is one of the largest traded commodities produced in more than 60 countries, providing a livelihood for some 25,000,000 coffee farming families around the world. Costa Coffee future path is who wins in the war between the global brand and a joint venture between a European brand and a Chinese company .Costa Coffee ensure that its brand essence and experience is not compromised, Starbucks
The Organisational factor works through committees whose tasks are the development, promotion and presentation of activities approved by the Board of Directors. These include:
Quality Committee (implementation and direction of the quality certification).
Promotion and Dissemination Committee (organize tours, edits informative bulletin and disseminates activities of the Association).
Cupping Committee (elimination and regional cupping’s, cupping competition during SINTERCAFE).
Finance Committee (controls finances).
Workshops Committee (organizes workshops on milling / humidity / calibration / and others).
Environmental Factor:
When we talk about the Costa Coffee we are not only discussed about the environment because here the term environment we mean not just the physical surroundings of the organisation but also the economic, social, legal, political, and technological environment. Also, the organisation must be aware of, and will react to, the market in which it operates and the nature of the competitive forces it faces.
The nature of the organisation itself is also important: the resources it has, the organisational culture, the nature of the product or service, the capabilities of management, are all amongst the factors that dictate the type of organisation it is. Costa Coffee environmental forces which influence organisation and management.
Complete PEST Analysis:
Political Trends:
Costa Coffee is leading in UK coffee brewing industry in terms of the volume of sales and profitability. The united Kingdom has experienced and its practically the main profit provider of the company in the board markets of UK. There have been as least four political trends that have emanated from these political events. These are
The cry for democracy and reforms.
Increased popular and local level assertiveness.
Greater public accountability.
Re-definition of the concept of power and politics.
Costa Coffee complementation schemes meant to encourage intra-regional investment were also approved. The implementation of the free trade area or FTA which lid out comprehensive program of regional tariff reduction, will be continuously implemented in year.
Economical Trends:
Despite the adverse economic trends the Costa coffee has a robust economic growth, posted a batter-than-expected GDP growth 4.5% growth that they achieved in 2002. Now many English provinces have also the risk-weighted capital adequacy rations of their banking system improve due to government sponsored bank recapitalization programs. Continued progress in financial restructurings and improvements in financial risk management
Social/ Cultural Trends:
It takes a part in the middle and upper-middle class of households in certain provinces within the united kingdom, there exists a strategy mismatch for not considering the potential for consumer market.
There have also been social and cultural trends which are
The increase of civil society among English Provinces.
The get higher of civil society with a tri-polar structure of political economy.
The boost in the roles of intellectuals
The foundation of the period on introspection.
Technological Trends:
It is a common knowledge that the coffee brewing industry in the united kingdom is still a relatively new industry and is still in its early stages of development. However, it has exposed signs of rapid growth and it is being estimated that there will be more than a million consumers.
Costa coffee continuously growth and development make them brewing industry .
Your Change :
Nature Of The Change You Are Proposing :
Design company wide set of new management Competencies.
Evaluate existing managers against the competencies list.
Design a development programme to enable.
Existing managers to activate the identified competencies .
Brief Reasons For Your Proposal :
Design a set of management competencies.
Measure current managers against competencies.
Identify areas of competence deficit.
Use result to design a management training programme.
Personal growth of management in the companies.
Provide a progressive route for new managers from operational to strategic Levels.
Enable managers to contribute to quality control growth.
Rationale:
( Web. side: 217.154.104.158/msc/content_1.aspx?id=10:1917
Date: 14-06-10 time : 4:00)
Introduction To The National Occupation Standard For Management
In the functions of management, these revised standards place greater emphasis on aspects of work which have gained significance in recent years, for example in the areas of:
         
• Leadership
• Customer service
• Knowledge management
• Procurement
• Managing redundancy
Minor amendments have been made to a significant number of units to take account of the following issues that have become increasingly important since 2004 due to change in Government legislation, cultural and environmental development, and technological advances:
 • Ageism
• Cultural awareness
 • Diversity and inclusion
• EU impact and regulations
• Globalisation
• International benchmarking
• Managing diverse teams
• Managing growth
 • Managing remote teams
• Managing without power
• Managing your boss
 • Matrix management
 • Sustainability
The structure of the standards has also been developed with the aim of making the standards more concise and accessible, to encourage their use in a wide variety of settings.  Therefore, while these standards will continue to provide a framework for the development of qualifications, they have also been designed to support a wide range of human resource management and development purposes.
Benefits Of Proposal:
Organisation provide their employee complete training and development programme. which provide you extra carer designation of choice for the brightest school and university. Customer got benefits by doing business. Employee also beneficiaries to get good wages and also incentives through the organisation.
Increasing Market Share.
More efficiently manage the organisation.
Destination of choice for universe school liver.
An Increased motivation of managers through training and qualification.
An Increase Leadership quality by Management theories and style.
It also increased management skills of employee and the company over all get benefits through the high profits and Market shares. Company Managers got benefits and they have ability to extent their extra carer procreation.
POTENTIAL COST ASSOCIATED WITH IT
£0000.00
Expanse
Labour
Recruitment 10
Hire External expertise 15
Net labour expanse 25
Advertisement 20
Technology usage 35
Furniture
Stationary 2
Electricity 3
Net charges 5
Travelling 0.5
Rent 1
Others 2.5
Net Expanse 89
Cost Benefits Analysis :
Target Customers and Feasibility Study
Since the target customer base on any shop is to a great extent volatile in nature, the coffee shop is aiming to target the customers in the economy the target market who are not only immense in number but also steadily increasing with the economical pricing strategies of the new hard work of high management and modify the management style.
The feasibility for the sales in the coffee shop is largely accomplished through the analysis of the number of customers visiting the coffee shops in the shop. The study was accepted out as a two-day activity targeting or example: the coffee shops in the check-in lobby of terminal 3 of Heathrow airport. The results are tabulated below.
Classification of customers and coffee sales:
Customer classification
Number of customers
Customers buying coffee alone (only once)
600
Customers buying coffee with food (sandwich or hot food)
725
Customers buying coffee more than once or for a family
400
The above three categories of customers justify that the average spending by an individual at a coffee shop in about £ 4.07.
Financially Analysing :
Average Expense:
According to the presentation on each shop information presented in table A and the retail average price on each retail shop the average spending is calculated below:
Average cost on shop = £ 3.25
Average cost on training = £2.65
Average Employee per individual calculation and renewal expenses :
Training and development of each employee
Expense (£)
Training expense of each employee
500 x £2.65 = £1325
Expenditure Renewal of the Shop
625 x £(2.65+3.25)= £3687.5
Management net Expense
300 x £2.65 = £795
Total Spending = £1325 + £ 3687.5 + £ 795 = £5807.5
Average Spending = £ 5807.5 / (500 + 625 + 300) = £4.07
Cost Analysis:
The costs related with the Training and development and Activities This is important that needs analysis before conducting cash flow. On the Strategy plan, Now every Costa coffee shop is aimed to be a take gone with the ability to cater a small location to allow customers to enjoy their food makes the shop is larger as well as secure. The presentation must be perfect on each coffee shop and they try to develop the look of the each shop.
Hence the rent of each outlets per calendar month is = 750 x £165 = £ 1,23,750
Cost and row material is estimated to £75,000 for the per year, which includes the purchase of the equipment and the medication of the shop. The above statements have proved that the costs for the reformation of the shop floor rent is very high and hence the pricing of the products cannot be reduced below a threshold level which will prove loss to the shop. So have to provide some other benefits to attract the customers.
The approximate monthly cost for the coffee shop is thus set at £1,50,000 in order to accommodate any fluctuation in the market. With the standard selling price set at £4.00, which is less significant than the average price calculated above, the break even for the coffee shop without making loss, is calculated below
Fixed costs = £ 1,50,000 (rent, labour and facilities)
Average Selling price = £ 4.00
Assumption:
Variable cost per unit (ingredients) = £1.65 per unit
Break even point in number of units = 150000/(4-1.65)
= 63829.7 = 63830 units approx
The average employee expense is approximately 630137.
Cash Flow Analysis :The assumptions for the cash flow analysis are listed below
The average selling price per unit = £ 4.00
The fixed cost per month is £115,000
The variable cost per unit = £1.65
Estimated sales per month is 70000 units
A loan of £2,00,000 is applied from commercial bank at 15% Apr rate amount to monthly repayment of £2500
The cash flow for a calendar month is presented in Table C.
Credit (£)
Debit (£)
Net Cash in Flow from operating activities
28000
Fixed costs (rent, electricity, facilities etc)
150000
Interest Paid to Bank
2500
Variable costs
247500
Corporation tax (15%)
30375
Net cash out flow
207625
Net increase in cash
72375
The above cash flow analysis has not take long-term liabilities so cash flow is identify the monthly income.
Options appraisal:
We have only two options.
My proposal
Do nothing.
Nature Of The Change You Are Proposing :
I propose new vision to Costa Coffee. It is a change for the betterment of Costa Coffee.
Design company wide set of new management Competencies.
Evaluate existing managers against the competencies list.
Design a development programme to enable.
Existing managers to activate the identified competencies .
Advantages :
Increasing Market Share.
More efficiently manage the organisation.
Destination of choice for universe school liver.
Carer Retail management.
Increased motivation of managers through training and qualification.
Increase Leadership quality by Management theories and style.
Increase skills in management through training.
Disadvantages:
Need time management.
Hiring outside expert for training and development.
More budget require.
Effective and expert Retail management require.
Do nothing:
It means Don’t do anything keep going in the same way no change no modification no more achievements.
Advantages :
No need to invest more budget.
No need to hire expert and trained management.
No more market share and no more investment.
Disadvantages:
No further implementation.
Losing customers.
Losing market and shares.
Why you chose my option rather then doing nothing :
I have lot of resion to explain my proposal and to ignore to "do nothing".
Design company wide set of new management Competencies. Its gives us new version and objective.
Evaluate existing managers against the competencies list which gives motivation.
Design a development programme to enable and manage time management.
Existing managers to activate the identified competencies and motivate them.
Design a set of management competencies against the competitors.
Measure current managers against competencies.
Identify areas of competence deficit.
Use result to design a management training programme.
Personal growth of management in the companies which gives us better chance to move according the current era.
Provide a progressive route for new managers from operational to strategic Levels.
Enable managers to contribute to quality control growth.
Conclusion :
Management chose my proposal because it gives them better management level and target market and market share rather than do nothing.
SWOT ANALYSIS :
The Costa Coffee in the SWOT analysis for the coffee shop after the modification is to analysis of the competitive rivalry in the target market. Alongside, the target customers.
Strengths:
Demand: of the Costa coffee shops with quality products at competitive prices is enormous in the each shop which is identified to the managers. This is mainly because of the increasing number of customers.
Customer base: The main element whilst determining the target market .This is not only from the side of the regular customers but also because of the increase in the visitors who accompany their colleges and customers.
Location: The location factor as argued is a critical element for strategic positioning of an organization in the target market. The fact that the Heathrow airport will attract customers from both the national and international market makes the location factor as a key strength for setting-up a coffee shop in the airport.
Weaknesses:
Volatile customer base: The main weakness is the volatile nature of the customer . The fact that even though the customer potential is vast, but ever changing due to the nature of the business in the airport makes the customer potential as a critical weakness as much as it is argued as a strength.
Seasonal business: Some of the time of college or visiting on other place and business meeting and in between the lunch brakes of tea or coffee time is the peak time of Costa Coffee .
Opportunities:
Differentiation by Pricing: the competitive pricing is an rising demand at the because of the new look especially customers visiting. This requirement can be harnessed by the coffee shop through providing value-added services and quality products at competitive prices. Financial analyst provide a deeper insight on the pricing of the products.
Diverse Target market: The range in the market which is merely due to the diversity in the customer and globally provides an effective method of attracting a niche market or more than one segment of the market with customised products whilst providing a base line of product range to meet the overall demand of the customers
Promotion through espousal culture: On the airport side caters visitors from difference culture makes it clear that the coffee shop can attract customers through embracing its promotions reflecting upon specific culture.
It gives niche marketing, is actually a successful method of reaching the wider market where the visitors would appreciate the innovation in the promotion.
Threats:
Terrorism: Is the major threat to element of disaster that can be caused by terrorist attack and the cost the products.
New entrants and costs: Porter five forces shows that ,the threat of new entrants in the market is a critical element. The threat is stiff competition in the target market.
Force field analysis:
Understanding the pressure for and against change:
Force Field Analysis is a technique which helps us to looking at all the forces which works against a decision. This is a focused method of weighing pros and cons.
By carrying out the scrutiny you can plan to strengthen the forces biased a decision, and reduce the impact of opposition to it.
How to Use the Tool:
Follow these steps:
Describe your plan or proposal for change in the middle.
List all forces can be change , and all forces against change in another column.
Assign a score to each force, from 1 (weak) to 5.
It can help to improve its probability of success. Here you have two choices:
To reduce the strength of the forces opposing a project.
To increase the forces pushing a project.
Key points:
Force field procedure help you to measure your plan success. It helps in the importance of these factors and decide whether a plan is worth implementing.
Where you have decided to carry out a plan, Its identify changes that you could make to improve it.
By training staff
It would be useful to show staff that change is necessary for business survival.
Staff could be shown that new machines would introduce variety and interest to their jobs.
You could raise wages to reflect new productivity.
( www.mindtools.com › Decision Making )
Date : 11-06-10 Time: 6:22
The Change Process:
How And When Will The Change Be Implementation:
They want to change in management and they want to give a new look to Costa coffee. The change of use from retail to mixed retail and coffee shop.
In the future They try to manage new cafés on the ground floor.
Costa Coffee would create more experienced and trained badly-needed full-time and part-time jobs.
The coffee-shop gives pressure on Starbucks and Café Nero with the launch of a nationwide points-based programmed.
The Costa coffee modify their management style and Their outlets. They also work on their function side like The Costa coffee introduce Coffee Club loyalty card, which gives customers five points for every £1 spent in its stores, with every point worth 1p.The company offers extra ‘reward opportunities' throughout the year via ‘bonus-point' promotions.
Costa introduced the points-based loyalty scheme in the coffee industry. It provide point systems.
Commits :
Some Craven district councilors admitted they had changed their minds since voting against the first application by Costa Coffee, because trading conditions had changed significantly due to the credit crunch.
She said the council’s strict stance had helped the town win the Great Street of the Year award and shoppers would only continue to come if there was a sufficient variety of retailers. She said the second application was identical to the first and should be refused on the same grounds.
Costa indentifying differentiate the brand in aggressive market. It's not easy to
change coffee-drinkers' habits \(speaking from experience!), These can be used to deliver far more tailored, engaging communications.
Costa need to offer their exclusive customers or early access to unusual offers and additional rewards from brand associates which engage on an emotional level and tap into the shared safety and passions of different segments of coffee lovers.
www.marketingmagazine.co.uk/../Costa-Coffee-rolls-customer-loyalty-card
GANNT Chart – Organisation Of Training and Development
Start Date: 01-01-2010 End Date: 30-09-2010
Activities
Jan
Feb
Mar
Apr
May
Jun
Jul
Aug
Sep
Work out what skills are needed in order to implement the new ways of working.


Compare what skills currently exist within the team with what is needed in the new set up.



Focus on is needed &work out how you could help your team develop the skills that they need



Make a decision on which methods you will use to help staff develop the skills that they need.



Review how well staff are developing the new skills set and evaluate the need for further training.



Effect on People ( Customer / Staff )
Effect on customers :
We now have more than 1,300 shops around the world. But no matter how many stores we open, size will always come second to our determination to be the best coffee business in any market in which we operate. That means constantly refining and improving the surroundings, service and products we offer to give our customers an unbeatable experience each time they visit one of our coffee shops.
We are determined to improve the nutritional profile of our own brand products, and are working hard to reduce the salt and fat content, without sacrificing quality and taste in any way.
Effect on Staff :
We provide them best knowledge and tanning.
We try to manage quarterly audits, and update the FSA every six months.
We provide more jobs.
Staff need job security we insure them their job security and health and safety plan.
We also provide them way to get promotion on the basis of their ability and performance.
We have received good reliable range of planning matters and are happy to use their services in the future.
The most entrepreneurial planning of Costa Coffee is They manage to translate turgid planning law in such a way that we can understand the process and the implications of every application.  With a straight forward honest approach.
Increasing Market Share. Which increase their wages.
More efficiently manage the organisation.
Destination of choice for universe school liver.
Providing them more Carer Retail management.
Increased motivation of managers through training and qualification.
Increase Leadership quality by Management theories and style.
Increase skills in management through training.
How will you involve staff :
We will spend our clients' fees as if it were our own money. If we can see the chances of success in it means your proposals and plans are good, or if they are only remote,  we will say so.
We make a strong communication chain between the higher management and staff.
Provide them training and try develop their learning activities trough presentation
We will aim to find a route to success or we will advise the client to spend their resources on other projects.
We want to keep all clients and they need to trust our judgment.  
The Directors and Planning Consultants who take instructions from clients closely manage all work on that brief and are always able to give an update or advice.
We can maximize the benefit you will get from our expertise through early involvement now that the whole planning process is based upon identifying issues at the earliest stage and dealing with them prior to finalizing and shame.
Getting Willingham Planning involved at the earliest stages of projects can bring great benefits, helping to develop concepts and keep schemes in their project programs, advising on priorities and critical elements of the development programs and building teams of the correct expertise.
Team Briefing Process:
A: Team briefing templates, samples, and
process for organizational communications:
The Team Briefing system is capable to providing responsibilities to each employee to be more effective and efficient for the organisation. And provide to give them satisfactory reply of their questions.
The Team Briefing model is very flexible which provided the essential principles are retained. So it can be called the adopting organization. Adapted and personalised for the adopting organization and their documentation should be ideal and perfect.
Team Briefing is necessary and you have to deal with your employees on day-today communications basis and remove the distance between team leader and staff by - day-to-day communications and it will continue as normal.
Team Briefing Needs:
Team briefing purpose
Communication should be upward to downward..
To be very clear in direction and information from the top .
All questions and suggestions and feed back from all staff to the top is very important.
develop greater awareness and involvement at all levels of the organisation.
avert tendency towards 'mushroom management and developed open communication culture in the organisation .
explain financial, commercial and strategic issues and clear blockages and misunderstandings.
Shared your mission with staff it will bind you together, and vision, collective aims will help you.
Team Briefing Features:
Always try to do face-to-face group meetings with 4 – 15 employees it will take always 30 min.
Team leaders are normally the manager or supervisor of the department.
do it once a month, and date should be announce before two weeks.
The 'core management brief' do every month, covering main strategic, financial, commercial, policy and people issues which is given by MD or CEO and some timed company directors.
Every team leader/manager/supervisor then incorporates these Core Brief points and covering subject headings: Progress, Policy, People, and Points for action, plus general information
Minutes of meeting and monitored, via records and managers attending briefings.
Team briefing subject headings
Progress.
Policy.
People .
Points for action .
Team briefing definitions
Core Brief Give the details of briefing to company director or CEO which will pass on to every employee at every Team Briefing meeting. Also called the Core Management Brief.
Local Brief
This is written for each team leader, manager or supervisor, for head of their own team, containing local issues. Team leaders check their Brief with their line manager at their own briefing session at which they receive the core brief and a local brief from their boss.
Feedback Form
Feedback is very important to check your plan and goals.
Team Briefing Process
Monthly the CEO or the board of directors agree a 'Core Brief'
Core briefing covers the all above headings and line managers and team leaders also prepare their own 'Local Brief' under the above headings
Every single head their own briefing for their staff.
Team Briefing Documents
This fictional company below is not accurately a paragon of business excellence, so it's easy to see that it should advantage from Team Briefing. Moreover one can picture how their problems could go from bad to worse without suitable interpretation of the core brief as it cascades down the organization. The humors is used in the examples to lighten a rather dry subject, and to emphasize the necessity for thoughtful Local Brief interpretation of what will often be quite formal, detached or even aloof central statements.
On a grave note - the Local Briefer has a responsibility to present the company line at all times, and not to be openly critical of company statements or policies. The Local Briefer has a responsibility to communicate in a related and positive way to his or her team, which obviously requires a reasonable level of skill in segregation the aims and priorities of the company, with the needs and receptiveness of the team.
Team Briefing - Rules For Briefers:
Everything is written on paper for briefing
You have Control on meetings with employee and relaxed informal way.
Always listen to everyone and understand - clarify them where it is necessary -
Your communications always between adult to adult -Keep good smile and
Good behaviors and keep records with you.
Always ensure that you have reply for their every questions are answered, even
if you do not know the answer yourself and ensure that feedback is
acknowledged.
Never blame the company for policy or decisions.
Training needs analysis and training plan for affected staff:
Training plans Training Needs
Target Individual manager or group of System or subsystem of
Managers organisation
Typical goals Developing a manager’s full Increasing effectiveness of
Potential work group/organisation
Symptoms addressed Poor performance by manager. Need to train new managers
Lack of ‘ready-made’ managers Ineffective performance of
In succession plans organisation in response to
change imperatives.
Lack of flexibility in
Organisation & management.
Strategy Planned programme of Problem-solving for work
development through, for groups
example, external courses and
suitable on-site experience.
Process of Courses, training managers, Team-building, confrontation
intervention or Courses, training managers, meetings, survey feedback,
activities coaching on-site, secondment to intergroup interfaces
other companies, reading.
Key initiators The manager being developed Top management.
and managers Personnel and training executives. Personnel and training
of effort Manager’s immediate supervisor. executives.
OD practitioners (including
external consultants)
Problems and Transfer of learning. OD requires willingness to take
Criticisms Organisation must have right risks.
climate for applying new Changes might antagonise
knowledge. Manager must retain workers
Motivation
www.northbrook.ac.uk/paintingdecoratingnvq2/?a=&textsize=N
Date : 11-06-10 time: 7:10
By skill we are referring not just to the individual skills of employees, but also to the
distinctive competences and capabilities which an organisation possesses, such as a
strong focus on product development, skills in project management or excellent after sales service.
There is an obvious link between skills and staff, as the skills of an organisation are
embodied in its employees. Specific skills may be acquired by recruitment, but also by equipping existing staff with the new skills required.
Strategic human resource management links the acquisition of skills directly with the
achievement of goals. An important aspect of performance management is to address the core competences of the organisation and the capabilities of individuals and teams through continuous development.
What managers need to know about their staff includes:
1.Individuals' strengths and areas of with scope for improvement.
2. What are the triggers that activate those strengths?
3. The learning style of the each member of staff, to inform the learning, coaching and mentoring that all organisations should encourage as part of their culture.
The implications for organisations with a contemporary workforce are multifaceted,
particularly as non-traditional working arrangement.
Implementation Plan:
PROCESS STAGES
TIMING
RESOURCES IMPLEMENTATION
DEFINE INTRODUCTION WHATS WE WANTS TO CHANGE
I WEEK
ADMIN SUPPORT
DEPARTMENTAL CHANGE ( ACCORDING TO THE PLAN )
4 WEEK
ADMIN SUPPORT
RESEARCH TEAM
4 WEEK
CAPITAL COST
COST AND PURCHASES AND HIRING EXTERNAL STAFF
4 WEEK
CAPITAL COST
PERFORME TNA ( TRANNING,NEED,ANALYSIS )
4 WEEK
STAFF OUT LINE
TRANNING WEEK
4 WEEK
STAFFING COST
EVALUATION
4 WEEK
CONSULTANCY COST
GO / NO DECISION
1 WEEK
N/A
FULL IMPLEMENTATION
4 WEEK
PRODUCTION LOSES REMAINING
Consultation with Key Stakeholders:
Stake holder can be internal or external. Organisations have to achieve long-term objectives, but before they can hope to do this they need to be as clear as possible about what these objectives are. One of the immediate complications that arise is that the expectations of different groups associated with the organisation do not always agree. For example, shareholders of a commercial organisation may be looking for quick returns on the money they have invested, directors may be trying to achieve market growth by reinvesting profits, and the workforce could be looking for long term. employment prospects; and at times these different expectations may be incompatible.
In addition, objectives often change over time, with outside influences having an important bearing for instance changes in interest rates. Part of the management of strategy involves trying to reconcile these different expectations in order to set agreed objectives for the organisation.
Different stakeholder groups will have varying decrees of power and influence on an
organisation. The extent to which they are able to get the organisation to respond to their interests, at least in part, and have them represented in organisational goals and strategy will be a reflection of the exercise of that power and influence.
We have seen that there are many types of stakeholder in all types of organisation:
shareholders, employees, customers, the general public, suppliers, and government.
Government is a major stakeholder in public-sector organisations, and also for voluntary organisations if they rely on government grants; but government's policies and pressures affect the private sector also. But government is also an organisation, in relation to which many other organisations are stakeholders. Just as government will seek to influence other sectors by legislation, incentives and exhortation, so organisations will seek to influence government by lobbying and political pressure. In private organisations the key stakeholders are the owners (the shareholders in the case of limited companies), and in the public sector ownership is ultimately rests with the voters. Likewise most sorts of voluntary organisations are owned by their members.
However, both owners and the organisations which they own have to act within the law – they have legal responsibilities. The government, then, with the power to make or repeal laws, is able to exert considerable direct influence on the functioning of organisation. The ability to influence the law, though, may also be a powerful way for some stakeholder groups to have their interests met. This may be by direct lobbying of government for changes in legislation, links with political parties or through action in the courts.
Pressure can also be brought to bear on an organisation for its goals to reflect the interests of other stakeholder groups, by disrupting the functioning of the organisation: in effect, preventing the owners' own interests being fulfilled. This may be through employees withdrawing their labour or by direct action by external campaign groups (e.g. animal rights activists). The extent of the threat that is posed to the organisation will determine the extent to which the organisation will respond.
Yet other stakeholder groups can exert power through the market. Most notably this applies to customers (who themselves may be influenced by pressure groups and interest groups operating in society), but may also include suppliers and competitors. Again, the extent to which the action of these groups may threaten the organisation – mainly financially – determines the way the organisation responds. Note that this pressure does not exist in the same way in the public sector, where the interests of service user and other groups are pursued in the political arena.
All organisations have to respond to these types of pressure and incorporate at least some element of the interests of these groups into their goals, and, hence, their policies, strategies, objectives and operational plans. In doing so, they are accepting responsibility for meeting those interests and are, ultimately, accountable to the same groups for their performance in respect of that responsibility. If the groups are not satisfied with the response, they have the power to increase the threat.
However, organisations take on responsibilities in other ways too. These are in areas where there is no compulsion and no direct pressure to respond to. Rather, they are rooted in the norms of society about how an organisation which is part of that society and interacts with it in many different ways should act.
Increasingly, organisations are responding to these norms – what might be said to be the morals of society – and incorporating them into the goals, policies and strategies that they adopt.
There are three main aspects to the responsibilities that they may take on in this way.
Social responsibility, which is concerned with how the organisation behaves
(collectively and individually) in its interaction with society at large, not just its
customers. The issue here is the extent that the organisation accepts that it should not override the general moral norms of society in the pursuit of its own interests.
Responsibilities towards staff: how the organisation behaves in terms of the
interactions between staff (both collectively and individually). The responsibility here is that the organisation should treat all staff equitably and with respect, and not
discriminate in the way which certain groups and/or individuals are permitted to
behave.
Management ethics: the behaviour of those individuals in the organisation who have the power to make decisions. The responsibility here is more absolute. It is the duty of individual managers not to pursue their own interests (or the interests of others) where these are not the interests of the organisation and its shareholders, or where these offend against the general moral norms of society.
This Unit starts by considering the interests of stakeholder groups and how the organisation responds to them, before going on to look at the role of the law in regulating the behaviour of organisations in respect of those groups. We then consider in more detail the responsibilities of organisations towards staff, the concept of social responsibility and the way in which organisations respond to it and, finally, the concept of management ethics and its practical implications.
Recommendations and Conclusions:
Some recommendation for Costa coffee are.
Performance Targets Identify
Focus on your future with current changes.
Recognise success and go with target.
Managing staff and their personal skills.
Increased your personal networking, providing training and development.
Manage budget, Technology, and all Company resources.
Conclusion :
Despite tangible benefits and a growing knowledge base the spread of new forms of work organisation has been constrained by a number of factor. There are numbers of factors involved .
A poor knowledge base. ( awareness of new technology )
There is limited space for outlets. ( modify their all outlets and presentation )
Public demand ( new product with new taste and presentation style )
Beet the competitor marketing strategies.

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