Perfect Pizzeria Case

Perfect Pizzeria Case

Case Analysis:
Perfect Pizzeria

I. Statement of the Problem
Perfect Pizzeria has no formalized training nor was there any systematic criterion for becoming a manager. This led to a low effort to performance expectancy as the managers doubted their capability to perform the duties as a manager effectively. Hence, the managers lacked the confidence and knowledge to take initiative in solving certain problem that occurred during business operations. Also, the employees are not motivated to perform their respective roles unless they are under constant supervision.
How will the company prevent itself from having incompetent and untrained managers and employees?

II. Objectives
▪ To be able to keep the company prospering despite employee and managerial problems
▪ To be able to have a clear and definite basis for hiring managers and employees
▪ To be able to improve manager-employee relationship within the company

III. Areas of Consideration
1. Vague Corporation Policies
The whole set of policies seems to convey the message that the corporation is very important, while the individual is practically expendable. Therefore, this communicates a clear message as to the value the corporation places on the managers. Moreover, the ultimate indignity comes when managers are told that if they want to advance beyond managerial position, they must invest in the corporation.

2. Performance incentives are very limited.
Performance for each franchise is determined on the basis of the percentage of wasted or unsold food. In fact, given the reward system, the only attractive outcome for an employee other than simply keeping his job is to abuse the free food allowance. In other words, employee can only squeeze rewards out of the system by abusing the system. Though the manager does receive a bonus for achieving a low percentage, his incentives are extremely limited. That bonus is his only incentive to
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