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Phones Galore Ltd Business Case Study

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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.

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