'Garden Report Essay\r'

'The tend Depot, a family-owned floral club, carries a larger variety of floral, gardening and lawn-care products with sales and profits growing. Janice bowman has 13 years of actal knowledge in the diligence as office charabanc in the company. She is responsible for inventory management, computer constitution management and logistics. Derek Sinclair, the son-in-law of the Depot owner, is the landscaping manager with no experience in management.\r\nHowever, the operation is not smooth in the judicature that faced several issues such as lobar force, chat and synchronization. They both maintain responsibility for the depot, and cook to get loose of problems to benefit the company. The company did not pay back enough permanent skillful and authentic workforce, but only seasonal employees, thus 50 landscaping rent outs could be spotless each year, which were fewer than what was demanded. Most of employees were part-time student workers lacking of experience.\r\nIn add ition, a family member who had poor and inappropriate leadership was appointed as landscaping manager. And his treacherous attitude might have pitiful impact on moral of stuff. Furthermore, the job responsibilities were not specify, and on that point were no change surgical incision to illuminate the particular problems. The out-of-the-way recruitment and lack of supervision display case the organization attained unstable and unreliable workforce. This demonstrates a lack of fit in the midst of organization process and people as police for recruiting and supervising employees.\r\nMoreover, Sinclair had low expertise knowledge on landscaping area, which resulted that he could not answer the customers’ specific question, and he had no qualification and business treatment capabilities to solve complex issue. This follows EOPT theory because there is a lack of fit mingled with people and tasks. Whereas having no job verbal comment and departmentalization in the org anization resulted in the final result that employees confused about their job. This applies to EOPT theory because there is a lack of fit between organization structure and people.\r\nThe goal for the Garden Depot is to establish stable and reliable workforces to increase work proficiency. In recollective term, the organization should ensure job responsibilities defined in every(prenominal) level of the organization, and deploy individual departments to solve any problems to energize customers happy. The first alternative is to valuate only the stuff and micturate a dinner gown appraisal system to supervise employee’s performances, which can help the company to build a stable and reliable workforce. The back up alternative will be culture Sinclair be a competent manager.\r\nIf the company wants to keep Sinclair as the landscaping manager, this challenge alternative is necessary. The last alternative bod of action is to form a appropriate job description and dep loy specific departments such as HR department, market department, customers departments and inventory departments in order to solve the related issues. The best alternative is to create a formal job description and divide specific departments. First, Sampson should divide the all organization into four departments HR department, merchandising department, inventory department and customer function department.\r\nNext, creating job description for every aspect should be done as short as possible. Then department supervisors ought to reevaluate employees and put them in the right departments depending on their specialty. Finally, the department supervisor should hand in a process report to managers every month to show their work. If Departmentalization causes lack of communication among individual departments, general manager should have a meeting with all department supervisors once a week.\r\n'