Needs Of Its Company And Employees example essay topic

Case Analysis Lori Close Comm 215 - Essentials for College Writing Professor Sophie Hsia July 30, 2003 Blue Grocery Store Analysis Arthur Reed, warehouse supervisor for Blue Grocery Stores faces a daunting task each summer. His challenge is to maintain a fully staffed business while accommodating his employees' requests for vacation, as well as with increased occurrences of sick days. This issue is exacerbated by the fact that it is only a three-month timeframe, nothing long term. It is not cost effective or productive to hire additional full time employees. To alleviate this problem outstanding management skills are required. Given a challenging situation such as this, an excellent manager is able to provide a productive environment, and a variety of skills needed to glean the highest level of accomplishments from their employees.

Doing this creates a mutually satisfying and fulfilling relationship that brings lasting effects or benefits for both the employer and the employee. In order to minimize or alleviate this recurring problem, it is necessary to consider all sides. First, an employee does have the right to a vacation. It is quite common for vacations to be taken during the summer as children are out of school and the weather is nice.

However, the company must be able to meet its needs and those of the consumer. Secondly, the persistent issue of increased sick days. Granted, a company does not want its employees to come to work sick. There is an expectation that if an employee calls in sick, they are truly sick and unable to perform their duties. Where does the heaviest burden lie in solving this problem? Should the employer (Blue Grocery Store), in an effort to maintain the needed workers mandate when employees are able to take their vacations?

Should employees be responsible for coordinating their schedules so there are no shifts left unattended? Is there some sort of cross training of jobs from multiple departments that would need to take place happen? Without a doubt, the heaviest burden is with management. An effective manager meets the needs of its company and employees creating a satisfied group of subordinates. A work force that embodies satisfaction cannot be over emphasized. When employees feel as if they are part of a grander scheme, and they can affect the bottom line of the company, they become more conscientious of their actions and time spent, both at and away from the job.

Understanding these points, there are several ways that management could handle the summer months. There are several options that could be utilized to alleviate this recurring, persistent issue. Further examination will aid in analyzing which one of the already mention, or a combination, in addition to others, would be viable for Mr. Reed. There are several types of incentives companies around the nation offer to combat these issues. A very popular one is allowing compressed workweeks, also known as "4-10's". Utilizing this method allows management to grant one day per week that an employee would have off.

Doing this allows employees greater flexibility, not having to use vacation time or sick time for personal errands. It also allows the employee to partake in the nice summer weather without missing work. At the same time, it allows management to schedule absences for each employee during the week. This flexibility ensures adequate staffing to perform the tasks of the department.

There are also different ways of offering incentives designed to discourage unnecessary absenteeism. Incentives such as short term or long term, tied to attendance. For instance, management could offer time and a half at the end of each workweek if an employee worked the entire week. A company could also offer a specific dollar amount in the form of a bonus every quarter. IN order to qualify, an employee must have no absences other than scheduled vacations. These options are designed to eliminate absenteeism.

In answer to the question, should the employer mandate when each employee takes his or her vacation, Mr. Reed has several options to maintain a full staff. Mr. Reed could stipulate to his employees that vacation will not be limited nor decided by management. However, the employees will work together to plan vacations so that there is no overlapping. This assures that employees will be able to take vacation, as well as feel confident that the best interest of the company is being protected. At the same time management could be taking employees from other departments who may be looking for additional work and cross train them on the duties of the warehouse. This would ensure you would always have additional qualified labor to call upon when needed.

To supplement cross training, Mr. Reed could contact a local temporary agency that specializes in industrial labor to obtain qualified temporary staff. Blue Groceries would benefit from this by not having to invest in hiring additional workers, and they can avail themselves of the services of the agency as needed. After considering the problems that Blue Grocery Stores and Mr. Reed face, and the alternatives that have been discussed, one can see the best solution to the staff shortage would be to utilize a combination of paid incentives, compressed work weeks, cross training, and staffing from a temporary agency. Combining all of these solutions will allow everyone to work together for the greater good; the consumer. In doing so these resources will also foster a wonderful work environment, alleviate stress and create an environment of teamwork.

It is a win-win for everyone.