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Essay / Research Paper Abstract
This 9 page paper answer four questions set by the student based on literature provided by the student. The first question looks at the company; The Container Store and how their operations appear to be in line with a high performance work system. The second question looks at Marriott and how their operational system and loyalty reward scheme supports the goals of the organisation. The third question considers a fictitious life insurance company and considers how operational efficiency could be improved. The last question looks at a fictitious car rental company and considers how they can assess service standard and ensure they make the right changes. The bibliography cites 1 source.
Page Count:
9 pages (~225 words per page)
File: TS14_TEbusqu1.rtf
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Unformatted sample text from the term paper:
result in a higher level of productivity. If we look at the ten aspects needed for a high performance company we can see The Container Store meets many of these.
The first of these is that of work clarity. The employees have a very clear idea of their role as well as how it fits in with the organisations. In
the first foundation week, which is made up of training there is the ability to communicate this easily. The company philosophy of meeting customer needs and looking g to satisfy
all their needs rather than only the immediate need is one that also tells the employee what they need to do. This is emphasised with the philosophy pf the company
that intuition does not occur in an unprepared mind. The next issue is that of a flat organisational structure. The article does not make the structure the organisation clear.
There are indications that this may be fairly flat, with the store manager responsible for all the employees in the store and then the head office departments. However we do
not have sufficient details to make this judgment. However, with the training taking place in store in a direct level straight from sakes and marketing this may indicate there is
at least a partial meeting of this aspect. The third issue is the goals for success in terms of performance direction. This is seen with the way the service
is differentiated and the level of training that backs up the service goals. The issue of creative recognition is more difficult to ascertain in this single article. There is the
need for individual input and it appears there does need to be some level of creativity, for example with the way that the company philosophies are though the trainer who
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