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Objectives, ownership and organisation of Perrys Motor Sales Ltd

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Perrys The business started trading in 1908, selling motor accessories and in 1912 Perrys was appointed as a Ford dealer in London. Perrys represents many leading motor brands including Vauxhall, Peugeot, Citroen, Fiat, Alf Romeo, Jaguar, Land Rover, Seat, Hyundai, Mazda, Kia, Chevrolet, Ford and Kawasaki. The company employs 1,400 people across thirty nine locations with an annual turnover of �400 million. They are the largest independent Peugeot dealer in the country and have one of the largest networks of Vauxhall dealers. Aims and objective of Perrys * Providing a high quality customer service * An ethical approach to business * Increase market share * Making more profit Ownership Perrys motor sales Ltd is a private limited company, they are often family businesses with shares held by the members of the family and private companies can't offer their shares for sake to the public at large. ...read more.


trains the staff * monitor the working conditions for employees * dealing with employer/employee relations and trade unions Customer service An important function in any business is the customer services section which answers customer enquiries and deals with customers complaints. This is important because it can lead the reputation of the business. Distribution Some products may need to be delivered. This is done by distribution department. In a business, this is likely to be the responsible of the production function. In order to satisfy customers this department ensure that customers get their products on time and in perfect condition. IT department The IT department provides technical support to whole business and make run the business effectively. Their main job is to maintain the computers, for they need to set up an operating system which enables every employee log in and do their work. ...read more.


The group structure shows in the employee handbook of Perrys is a flat organization structure. Flat organization refers to an organizational structure with few or no levels of intervening management between staff and managers. The idea of that is the decision making process from manager director to employees can pass through more efficiently and the manager director can has more personal relationship with his or her employees. This structure is always using in smaller organizations or individual units within larger organizations. When the company has over staff employees, this structure can help to keep the relationship between the manager and staff without impacting productivity. The flat organization model promotes employee involvement through a decentralized decision making process. So it can help the business provide the good customer service and good reputation. ?? ?? ?? ?? ...read more.

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