• 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. 'Pizza Hut' case study.

    and is decorated smartly and attractive then 'Pizza Hut' might want to change its look so that customers don't go to that eating place. The Property Department have the responsibility to develop new restaurants. They locate the new 'Pizza Hut' restaurants by seeing if the location has the room, vacancies,

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

    long cues at checkouts they can inform Marks and Spencer's who will then make the necessary changes. The strategic review confirmed that, underpinning those values is a proposition that, not only is unique, but also is as valid now as it was in the past.

  1. Ikea case study

    (Hodgetts & Luthans, 2003). Briefly, IKEA's management style is described as informal, open, and caring (Hodgetts & Luthans, 2003). - lack of hierarchy - no title on the business cards - managers to be close to their co-workers - HR executives responsible for answering "How should we treat people who are part of us?"

  2. Analyzing Toys "R" Us Case.

    The solution should support the wide variety of needs specific to the company. The technology solution for Toys "R" Us included Microsoft Exchange Server and Microsoft NetMeeting. Microsoft Exchange Server provided the means to share information globally through shared public folders.

  1. Report: Type of ownership of J-Sainsbury

    How all different functional areas interact to achieve the businesses aims J-Sainsbury has many aims. Some are: Profit, expand and providing high quality products 10b. Aim: To have high quality products for customers. In order for J-Sainsbury's to achieve this aim, of having high quality products, all functional departments must work together.

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

    Paper-based communication in the form of newsletters remains the primary means of communicating to employees in our stores Tescos Management of communication at different Levels such as: Strategic Vertical flow of Communication Tactical Operational All these level as mentioned above need specific information and requirement and make different type of decision.

  1. The 3M Company case study

    According to William Coyne, 2001 at 3M, in recognition that product life cycle are becoming shorter, the company has recently set up a new goal of 10 per cent of sales coming from product less than a year old. But as most business leader would acknowledge that developing genuianely new

  2. Managing Human Resources in Marks & Spencer.

    needs to be considered alongside other factors such as whether employees are leaving one particular department of the organisation. Labour stability rate - Some organisations make good use of the labour stability index as well as the wastage rate. This indicates to the organisation the tendency for employees with long

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