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Assignment - Crofts Food

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Introduction

Task 1 From my understanding Croft Foods have certainly demonstrated clear leadership in rather abstract terms. They have tried to reduce there production costs to an absolute minimum whilst attempting to produce and market as many products as possible. Klaus made effective communications with the employees and established the need to purchase new machinery which may have allowed the factory to work more efficiently and generate more profit. Leadership here was demonstrated by upper management conversing, with the factory floor directly, and making relevant employees aware of future developments, for example the fact that "further machinery is due to be installed later this year". By recognizing a need with-in the market to remain competitive, and also delivery through spent time with employees. "Effective purchasing management and professional buying works better when a good strategic framework exists. Commonly, relationships between suppliers and customers are driven by personalities, or the needs of the moment, whereas relationships and purchasing strategy should ideally be based on a combination of factors reflecting the nature of each purchasing area, including: risk, complexity, value, the market and basic matters of supply and demand" 1 This theory suggests there is a vast array of issues which need to addressed whilst purchasing. There was obviously a need to work more efficiently, create more gross income, and allow employees to work to their optimum. In addition to satisfying the above, employees also felt listened too. Also by remaining distanced at suitable times from the factory floor at times they have been able to concentrate and free up time for other issues that may arise such as possible redundancies. ...read more.

Middle

Indirect Discrimination: Where a unjustifiable requirement or condition is applied equally to both sexes but has a disproportionately adverse effect on one sex, because the proportion of one sex which can comply with it is considerably smaller than the proportion of the other sex. The inability to comply, must also have a detrimental effect, such as not being promoted or selected. For the future, the Government propose to amend the Sex Discrimination Act so that it also refers to someone applying a requirement, condition or practice which causes detriment to a higher proportion of one sex because they cannot comply with it. Morale will be improved through compliance with this policy as the attitude towards management would change. As they currently feel "no-one ever listens", a greater proportion of management being female may smooth out factory workers evident negative view of the 'male dominated management system'. Task 3 (a) Mc Donald's have had an Equal Opportunities Policy (EOP) since it began in 1954 in the USA under the following guidelines: 1) High recruitment standards 2) Local sourcing of staff where possible 3) The skills, talents and performance of staff matter; gender, marital status, disability, race, colour, nationality or ethnic origin do not 4) Providing a safe and secure working environment 5) Staff should have opportunities for training and development 6) Jobs with the company should include career opportunities 7) There should be challenges and rewards 8) Staff pay should reflect performance 9) There should be good communication with staff 10) The education of staff matters 4 This policy takes an extremely unbiased approach. ...read more.

Conclusion

The Apointed Person should treat the matter with urgentcy correcting the problem, followed by a comprehensive evaluation of preventative measures for the future. All employees are responcible for maintaining safe working conditions not only for themselves but for everyone. Health & Safety audits will be carried out on a annual basis. Absentisim All employees are expected to notify an absence at least one hour before the start of a shift so suitable cover can be provided. Repeated cases of absentisim will be reviewed on a case by case basis. And may involve disiplinery action in exceptional cases. Company absentism and puctuality will be monitered with view to improvement Recruitment The skills, talents and performance of staff matter to Croft Food's; gender, marital status, disability, race, colour, nationality or ethnic origin do not. We seek to develop areas of under represented current minorities such as those of the female gender amongst management; and those of the male gender amongst factory workers. Expectations and Limitations All employees can expect a fair performance related pay which works on the basis of company loyalty and productivity. Performance related pay will reflect the level of success or decline, which ever is relevant. Employees are expected to speak to the nominated 'team leader' regarding any problems which it would like to be addressed to management in connection with ideas. Management whom are responsible to Managerial Director; must remain diligent to the concerns and welfare of fellow employees never abusing their positions. Stakeholder shares in Croft foods will be awarded on performance and loyalty basis. Senior Management will have their company shares capped. Training Training for all employees will be mandatory. Review These policies will be reviewed on a regular basis in keeping with the interests of every employee at Croft Foods. ...read more.

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