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Management Control System In Hungry Jacks

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Question: Discuss about the Management Control System in Hungry Jacks.     Answer: Introduction Management control system assists in gathering and utilizing information related with enterprises in order to evaluate how the company is performing and utilizing its varied resources like human and financial structure to create competitive edge among consumers (Coenders et al., 2003). Jamil and Mohamed (2013) claim management control mechanism to be widely applied by organisations as a conceptual framework that helps them to improve personnel decision-making and actions in accordance with organisational desired gaols. An enterprise in order to survive in the globalised environment must support a performance measurement system that apart from superior organisational performance ensures better stakeholder management (Ho, Huang and Wu, 2011; Daniels, 2007). The purpose of doing this assignment is to analyse how Hungry Jack’s, an Australian fast food chain, is managing its control system to improve its overall performance. In opinion of Armesh, Salarzehi and Kord (2010), in current complex business environment where activities are constantly changing with respect to government influence and external factors, firms requires implementing strategies that ensures sustainability in long-run. Therefore for analysing the performance of Hungry Jack’s various aspects related with vision, mission, structure, financial responsibility and personnel control will be analysed. Vision, Mission and Strategic Objective of Hungry Jack’s In 1971, Hungry Jack’s launched its first store in Innaloo, Australia where outlet’s initial success encouraged the company to expand its business further (Hungry Jack’s, 2016b). In its starting years, the enterprise worked under franchise of Burger King Corporation however in 1990 few changes in agreement were made by the company (Hungry Jack’s, 2016b). As per these changes, Competitive Foods was permitted to open Hungry Jack’s first independent outlet and later several stores were opened under the trademark of company’s own name (IBIS World, 2016). Currently the enterprise is having its presence in Australia throughout its every state with nearly 340 stores and has been successful in generating a strong brand image among its consumer (Hungry Jack’s, 2016b). Mission of any company explains the ultimate purpose for being in the market and what it desire to achieve through its business whereas vision provides direction to enterprises as what it want to become in coming years (Papulova, 2014). Phanuel and Darbi (2012) argue vision and mission of enterprise to play a significant role in strategic development where principles mentioned under these are helpful in managing the day-to-day activities and employees’ actions. The mission of Hungry Jack’s has been to ensure that customers visiting at their place are offered with great food and is superior at quality, service and cleanliness in every hour or day of their arrival (Hungry Jack’s, 2016b). The company believes in promoting innovative vision among personnel by implementing four key values; giving maximum importance to visitors, ensuring their safety, enabling integrity and improving its performance consistently based on consumer requirements (Hungry Jack’s, 2016b). Being in service industry, Muogbo (2014) has pointed out that customer priority as the most influential strategy to survive, retain and compete strongly against other competitors. Hungry Jack’s is not only efficient in managing its customers’ requirements with the help of varied services like organising birthday events for kids but also involves maximum participation of community to make the society a better place for living. For instance, the entity entered into strategic partnership with Keep Australia Beautiful under which all its packaging consists the logo of “Bag it and Bin it” to persuade consumers to dispose the garbage responsively (Hungry Jack’s, 2016b). The strategic objective of the enterprise is to improve profitability and brand image through superior customer servicing and promoting sustainability in environment.   Organizational Structure The organisational structure of the enterprise is formal (hierarchical) where activities and responsibilities of the entity are shared among different personnel under various levels (Groucutt and Hopkins, 2015). Figure 1 illustrates the organisational structure at Hungry Jack’s where CEO of the company have ultimate power over all other personnel placed below like General, Finance, Marketing, Sales, Customer Service and Sourcing Manager. Figure 1: Organisational Structure at Hungry Jack's (Source: Hungry Jack’s Pty Ltd, 2012) Apart from hiring different divisional head for departments like finance and customer service the company hires project committee officers to reduce complexities occurring while undertaking work (Hungry Jack’s Pty Ltd, 2012). In spite of having hierarchical structure at stores the CEO of company creates an innovative work environment where people are encouraged for continuous training and development for superior career progression. For instance, in 2009 College of Executive development (CED) was initiated by the enterprise as an internal platform that offers people with enhanced engagement and communication platform (Charlton Media Group, 2016). While dealing with changing requirements of people the business structure of company has experienced significant alternations like nutritional improvements in the menu that requires to be communicated instantly to staff to ensure strong presentation at front line (Charlton Media Group, 2016). Additionally, in order to encourage people to work hard for the organisation, the enterprise have introduced superior pay structure as compared to its other competitors like KFC (PayScale, 2016). The average salary per month of a fast food worker at Hungry Jack’s has been found to be AU $20,381-39,875 while Assistant Manager and Kitchen hand are offered nearly AU $35,263-51,250 and AU $32,833-48,288 respectively (PayScale, 2016). Moreover, it also provides people with bonus where in accordance with research average bonus given by company to retail store Assistant mangers has found to be AU $ 1,150 (PayScale, 2016). Organisational structure of a company is highly influenced by the corporate culture it promotes within and among workers where they must be treated equally and encouraged to promote the overall vision of enterprise (Brettel et al., 2015). In case of Hungry Jack’s, the higher management has created a separate code of conduct where they ensure that people working at kitchen are wearing safe clothes along with a company’s logo (Hungry Jack’s, 2016b).  Leaders of the company ensure that employees are provided with better options for growth and personal benefits through efficient financial mechanism.  The organisational culture of Hungry can be related with transformational leadership where managers in order to achieve superior performance supports personal growth of people as well (McCleskey, 2014).   Financial Responsibility centres employed In order to analyse the business performance of any enterprise it is essential to evaluate the financial position of company in terms of revenue, expenses and profit departments (Young, 2010). Going through different statements that disclose general information related with company earnings and expenses helps to evaluate the percentage of growth or increase in performance over previous years (Muogbo, 2014). For understanding the efficiency of Hungry Jack’s various facts and figures related with the company has been discussed below. Revenue Centres: In 2013, the yearly revenue earned by the fast food franchise enterprise of Australia was estimated to be nearly $1.03 billion where the main contribution was made by Hungry Jack’s (franchisor) (Titus, 2014). The enterprise main source of earning revenue is through opening outlets of the company in different regions to expand its operations and serve larger number of consumer base. For instance, the company has 390 stores throughout different regions of Australia that is assisting the entity to reach out larger groups and earn maximum revenue (Hungry Jack’s, 2016b) Expenses Centres: Food chains incurs highest expenses in acquiring raw materials and consumables required by companies to prepare the dishes where in 2013 the overall expense for the segment in Hungry Jack’s was found to be nearly $435.8 million (Titus, 2014). Moreover, the enterprise incur expenses in remunerating and training its employees where currently 900 managers and approximately 18,000 crew staff are present at Australian stores (Hungry Jack’s, 2016c). The company is involved in various marketing campaigns for improving the practices for packaging where it includes varied environmental code (ECoPP) for improving awareness among people for retaining greenery and eliminating waste (Hungry Jack’s, 2009). Profit Centres: As per Competitive Foods Australia, the overall profit of franchise group operating its activities in fast food retail came to be $ 21.4 million till July 2013 (Titus, 2014). The profit for overall group increased three times in comparison to 2012 where the profit was $7.9 million (Titus, 2014). Apart from providing quality food items to its target consumers through outlets the company comes up with various schemes in menu to attract and retain visitors. For instance, the official website of the company includes two categories under Menu segment; Nutrition and Allergen Guide and Limited Time Offer Guide wherein people could choose their items based on ingredients and protein available. Figure 2: Nutrition and Allergen Guide available till 26 August 2016 (Source: Hungry Jack’s, 2016a) Figure 2 illustrates the customised menu of the fast food chain that it offers to its guests detail knowledge regarding the items that they are ordering based on nutritious value. This helps the company to create awareness and competitive edge in the areas served and people re-visit the stores that help the firm to have additional profits. Control Mechanism at Hungry Jack’s A firm that ensure proper control mechanism for administering overheads while operating its daily activities is able to attain superior performance through improved profitability and waste reduction (Armesh, Salarzehi and Kord, 2010). Controlling the activities of processes, people and results is useful in reducing the overall expense of company and assists the firm to have better stakeholder management (Armesh, Salarzehi and Kord, 2010). Hungry Jack’s in order to have better control over actions, people and results implements different measures as discussed below: Action Control: Being in service sector, the company has involved itself in several franchisee agreements, however, throughout the processes the firm ensures undertaking in-depth analysis of the aspirants applying for agreements (Hungry Jack’s, 2016b). Some of the important criteria that company fixes are: a strong background of the business, having accessibility to fund of $ 1,300,000 and borrowing amount of $1, 300,000, will promote only Hungry Jack’s business and having capability of working with young personnel above 15 years (Hungry Jack’s, 2016b). An applicant who is found eligible for the franchise in legal and financial terms is instructed for undertaking training for at least 13 months to open a new store of company (Hungry Jack’s, 2016b). Investment decisions are considered as the most influential factor to determine the survival of the business segment. In order to ensure that new franchisee store of Hungry Jack’s is attracting customers’ to visit the place and driving profitability the company implements strict eligibility criteria (action) through successful operations are ensured. People Control: The mission with which the company came into existence was to ensure quality food items is delivered to people. In order to promote the vision, mission and value, the company ensures that employees are trained to serve customer requirements’ efficiently. For instance, Hungry Jack’s for supplying its visitors with quality food instructs the employees to obtain superior class ingredients from farmers (Hungry Jack’s, 2009). Additionally, the management team directs the attenders to serve food hot and fresh within minimum time duration of order placed (Hungry Jack’s, 2009). Employees are involved and trained to improve environmental sustainability throughout varied stores of region. For instance, the company introduced electronic payslips and supplied them to nearly 11,100 employees nationally to ensure environmental preservation (Hungry Jack’s, 2009). Moreover, Hungry Jack’s for implementing operational efficiency at its supply chain makes sure that suppliers are using electronic invoices for its transactions (Hungry Jack’s, 2009). Results Control: The enterprise ensures various assessment plans to preserve energy usage for reduced overall cost and environmental degradation. For instance, the entity to save significant amount of maintenance budget is planning to replace 22 Watts and 14 Watt lights with LED which have longer life (Australian Government, 2012). This will assist the firm to save energy and cost of approximately 743 GJ and $25, 190 respectively within 4.4 years (Australian Government, 2012).   Personnel Control Hungry Jack’s in order to improve the capability and knowledge of personnel implements significantly in training programs and encourages motivational level of people through flexibility schemes (Hungry Jack’s, 2016b). Some of the key factors through which company’s personnel control could be measured are as follows: Selection and Placement: Hungry Jack’s currently have nearly 390 stores throughout different regions of Australia with 900 managers and approximately 18,000 crew staff to administer its day-to-day activities (Hungry Jack’s, 2016c). The company is expanding its activities further for which it requires capable and efficient employees due to which it invites people for employment in the company. It has created lateral techniques for encouraging teamwork, strategic
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