BURR’S BAKERY SAMPLE ANSWER
In this report I will be showing the importance of quality culture in Burr’s Bakery and how it
can improve business performance. In addition I will also be recommending techniques and
strategies that could be implemented in Burr’s bakery to achieve their adjective. Moreover I
will show my understanding of training in Burr’s Bakery.
Introduction of the Business
Burr’s Bakery first shop opened in Chester city Centre in 2015, it had only one owner which
was “Owen Burr” who was a trained baker. Owen was hardworking,talented and was a
charismatic leader which suggests that he was passionate and had good interpersonal skills
as he used to bake or serve customers as an owner of the company. He was a sole trader
which means that Owen was entitled to keep all the profit of business after paying wages to
his 7 experienced staff. The business was growing and Owen thought he needed to expand
his business so he contracted with Isac and franchised with Isac invested money of
£500,000 for 50% share of the business. Isaac had no experience of the food industry but he
was the MDBS which suggests that there would be sudden change in the business and
Owen would have to share his business profit with his business partner (Isaac). As Owen
moved to the city centre to manage the business programmes in all the locations the more
issues started to happen in Burr’s Bakery first shop which made the business go into loss.
The Aims of Burr’s Bakery are:
- To provide excellent quality products
- To improve the net profit
- To expand the business
Issue 1
One of the issues that I have found is the disagreement between Owen and Isaac, as Isaac
seemed to be more autocratic leadership and Owen seems to be more charismatic and
results driven leaders. Isaac disagreed with the Owen decision of appointing shop managers
in each business location who can handle the staff and make shifts and rotas which will help
staff members to work more efficiently. But Isaac decided that he and Owen should visit
shops each week to inspire workers and address any issues. This shows that Isaac did not
have any strategy to work in a food industry as he did not care about the management in
each location and wanted to give more burden to Owen.
Recommendation for issue 1
In order to resolve this issue I would recommend Owen and Isaac to set specific goals for
both of them such as Isaac should be responsible for employee’s restructuring and
development and Owen should be responsible for motivating staff by giving them self
actualization, financial rewards by utilising Taylor’s theory by setting small tasks for them, in
addition, Owen should also be responsible for delegating tasks to employees which will help
, Owen and Isaac to resolve the conflict between both of them and business will be able to
improve its growth.
Issue 2
Another Issue that I have found is that new staff that Isaac hired for the new location of
shops were trained by Isaac which involved a one day training,off site and off the job
training. Off the job training is more costly because the organisation has to pay for the
course and the associated travel expenses for each trainee. In addition, one day training is
also not useful for employees who are new to the company because employees will lack
experience, resulting in less productivity and effectiveness.
Recommendation for issue 2
Giving supervised training to young workers as good supervision will help employees get a
clear idea of their capabilities and their progress in the job. It will also help employees
monitor the effectiveness of their training. To avoid lack of experience and productivity in the
workplace, Isaac and Owen should use Taylor's theory as the theorist believed that training
and development is “the most important object of both the workmen and the management” in
order to produce maximum efficiency and that a “close, intimate, personal cooperation
between the management and the [worker] is of the essence of modern scientific or task
management.” This will help employees to improve their productivity and see continuous
improvement in the workplace. If the employees are trained accordingly, there is more
likelihood of business development and growth, young employees will be trained meaning
that they will bring new and fresh ideas to the company which will benefit the companies
sales revenue.
Issue 3
Moreover, in Burr’s bakery there are high levels of absenteeism and difficulty filling the
weekly rota which means that there is no management and absenteeism can cause a
reduction in productivity, an increase in costs, and it can have a negative impact on overall
employee morale. It can also make it difficult to manage a team in general, not knowing
when or for how long you'll have your full team available. In burr’s bakery there is lack of
workforce planning and quality culture since Isaac came which shows the disruption of
workforce management in Burr’s bakery.
Recommendation for issue 3
Six sigma should be used by Owen and Isaac as this would help them to analyse the
workforce planning, measuring the time needed to make workforce restructuring through
strategies such as having quality culture in Burr’s bakery would allow employees to work
more effectively on time with fixed rotas . Isaac and Owen should utilise quality culture in
Burr’s bakery by utilising handy’s cultural theory which have high degree formalisation,
formal rules, and well defined organisational hierarchy which is clearly understood and tightly
enforced for employees as they would understand what is exactly expected of them and how
they need to follow rules and procedures. As a result employees will have less absenteeism
and there will again be good quality culture in Burr’s bakery, which will enhance the quality of
products.
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