• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Phones Galore Ltd Business Case Study

Extracts from this document...

Introduction

The Culture of Phones Galore Ltd Phones Galore Ltd has adopted a very autocratic style of leadership and has not been accustomed to the modern ways of running a private limited company. The current Managing Director of Phones Galore believes that the company is "one happy family". Contrary to this statement, the staff turnover is very high and the employees believe that the business is run very autocratically. There are five main branches within the company: * Production * Engineering * Accounts and Purchasing * Quality * Administration Arthur Dawley is the Managing Director and Head of Sales. However, currently Arthur has asked his nephew to take the role as Head of Sales. This is the first sign that the company's environment is in disorder. The Production and Quality managers have put forward ideas for improvements but have been ignored. Arthur from what the Production and Quality managers have said, only listens and consults to Walter the Accounts and purchasing manager. Arthur is believed to be autocratic but fair simultaneously. Walter was appointed Production manager when Phones Galore became and Private Limited Company. The involvement of staff is very limited as only Walter has an active part. The Managing Director does not involve staff when asking for improvements his methods are of a recluse. ...read more.

Middle

This type of style is suited in events of emergency or when safety rules have to be followed, situations where quick decisions are needed. Regardless of Phones Galore' manager having his weak points, he has been mentioned as a fair person. My recommendations would be to have, a more role culture this would suit Arthur more and his subordinates as, there is more democratic values, but with the stringent rules. Putting this into plan will help the company in succeed as that is ultimately the main goal for the company. Phones Galore Ltd: Legal Status Phones Galore has the legal status of a private limited company. The forms, which they should, possess, are the Articles and Memorandum of Association and also the Certificate of Incorporation. The Memorandum of Association is, a documentation alongside the Articles of Association that is vital when setting up a limited company. The Memorandum of Association sets out what types of activities the business can do and what can't they do set out by Companies House. (Where all applications for limited companies have to go through). The Articles of Association is the internal legislation made upon the company this sets out the guidelines of what the directors can and cannot do. The third legal documentation required in forming a private limited company, is the Certificate of Incorporation. ...read more.

Conclusion

Appraisals, also integrated within this department. Appraisals are interactive discussions between managers and employees to review the company and employee status. Giving appraisals lets employees know what position they are in within the company and what improvements if any can help there performance and status within Phones Galore. Appraisals should be given on a six monthly basis, when concerning Phones Galore I recommend or a three monthly basis, as there are signs of disarray among the workforce. Knowing what motivates the workforce, can give an insight on how to improve communications and relations. This hopefully will keep employs longer within Phones Galore, as an incentive maybe given to work towards, in the appraisal interview and discussed at the next. As I discussed, the business objectives and the employee's objective are reviewed, keeping this in mind the employee can give their ideas on the running of the business. Giving the employees, ideas, to the line manager, will give an opportunity to present what is found in the interviews, to the higher ranked managers and then applying what the employees think is appropriate, to the workforce. Keeping records is another function of which Phones Galore should or could adhere to. Keeping records concerning employees and employers will give insight on who is most suited in which department, and where applicable sharing jobs if the skills are not available. Records should also be kept of when holiday leave and when pay is given. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Analyzing Toys "R" Us Case.

    When it came to finding a low cost training solution, it was obvious that a distance learning option was best. The goal was to reduce traveling costs and down time from traveling IT staff training employees on new software and hardware.

  2. Produce a case study comparing two business organisations, investigating the extent to which each ...

    Tesco is the UK's leading food retailer with 568 stores throughout the country. The company has grown internationally; opening over 200 stores across Europe, and was recently voted 'Britain's most admired company' in the annual Management Today survey. According to Tesco IT Director, Ian O'Reilly: "Our customers are constantly telling us that our people are our best asset.

  1. Managing Human Resources in Marks & Spencer.

    In addition, employees must take personal and proactive responsibility for their careers to ensure future employability and advancement. The realities of the contemporary workplace will continue to challenge existing paradigms and should be considered in managing the performance of employees in a dynamic working environment.

  2. Report: Type of ownership of J-Sainsbury

    The top management has less control of wide-open span of control. 12a. Vertical Communication Vertical communication is when the company communicate up and down the structure. For example employees may pass information to the line manager, the line manager may pass it onto the management.

  1. Communications in Health & Social Care.

    Some people are aggressive whereas others are indirectly aggressive, this means storing your aggression to be released later or onto someone not related to your aggression. Again this affects you long and short term, short term being that you are able to let off steam onto someone else, you have

  2. Exercise Initiative in a Business Environment

    The upside to the survey is that most workplaces maintain a good work environment and individual factors. Secondary sources from books, educational videos and websites backup most of the findings from the survey. Indicating that the act is not adequately referred to in most organisations and employees should be trained

  1. A study of Asda's personnel performance indicators.

    At Sainsbury's employees have to wait for 1/2 a year before getting the minimum wage. In my opinion, Asda has one of the most varied benefits packages out of all supermarkets. This is only possible due to its size and the size of its owners Wal-Mart.

  2. Investigate about the important roles that management plays in achieving my chosen organisation aims ...

    which indicates the general likelihood of consumers spending either rising of falling, which affects the company's sales, wage rates, cost and profit. The economic environment is mostly determined in Tescos by the following due to the effect they have on the business based on the fact that they are stakeholders

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work