The Natural Beauty Shop was based on the principles that have been surrounded by doing no testing on animals, usage of only natural organic products and the ingredients which are supplied from the poor developing countries from various places like South America and Africa. The origin of the ingredients has been taken into considerations the products are not very cheap, but they are of extremely very good quality, which can be recycled and are sold with minimal packaging. In addition to these entire principles dollar, 3 from each product will be donated to the community initiative.
Growth was intense from the past three years for the Natural Beauty Shop soon it had to face some key problems with the management. Due to which the sales of the company have fallen to 51 person low and the reputation started to loose along with the quality of the products. These are some of the key problems that are being faced by the company for which appropriate solutions have been designed to protect the company from being at stake.
Some of the recommendations are provided in the report to the Natural Beauty Shop for reaching its reputation level to the public and to make profits and gains to never let her go off on the mission. Since her aim was to help the poor developing countries and to protect the environment.
Management will be having its own share of the rewards and the perks. The manager will be usually in the best position to influence the employees and to lead any kind of changes. Hence, in most of the organization’s manager has to be recruited by careful analysis of the internal and the externals strategies and the inbuilt personality. Here the issue is not that the internal process of the company is properly handled rather the recruiting process is not being followed correctly and is being broken in assessing their skills (Alexander, 2013). To make the hiring of the candidate successful, then the key factor is driving the constant communication with the individual. The most common misconception in the hiring process is that the urgency to recruit a person can lead to the sacrificing of the quality of the products, but if they are correctly managed and are properly prioritized then the management will not face the key challenges in their further processing (Bush & Middlewood, 2013).
The following are some of the key problems which are faced by the organizations and are found relevant to the case study the Natural Beauty shop include:
The internal culture of the company the Natural Beauty Shop is driven by the personal values of Maggie. In addition to this, their managers of the firm are also encouraging so the family like work environment was maintained where everyone knows each other and the roles of everyone are understood by each other (Haeckel, 2013). Intense growth has been seen in the past three years for the firm of Natural Beauty Shop which can be known from the expansion of its products to 300 and has opened 15 stores in and around Australia. Due to such growth and gaining of fame, Maggie has made a decision of setting up the new stores in the UK. So she has to hire the new Managing Director to supervise the operations in Australia (Kinicki et al., 2014).
Therefore, a leading recruiting company in Sydney was engaged in finding out the new MD for the Natural Beauty Shop Company. After reviewing several applications Tony smith was finally selected (Martin & Siebert, 2016). Though he has abilities in making the decision and for increasing the sales he did not have any experience from the beauty and the retail background. The two key problems that can be drawn from the case study are as follows:
Identifying the problem is a major concern later it has to be evaluated with the range of solutions so that these problems are not recurring in the origination (Yoder-Wise, 2014). For the problems which have been discussed with respect to the case study in terms of management in the Natural Beauty Shop the following are some of the solutions which are suggested for their improvement.
The performance problem of the employee is confronted:
Terminating the experienced employees:
Exclusion of better opportunities:
The Natural Beauty Shop which is reputed for the naturally made homemade beauty products is facing some of the key management problems due to which the sales and the growth of the company have fallen down literally. There are some recommendations suggested as the alternative solutions for the major problems that are being faced by the company. The credentials of the individual have to be evaluated as the initial screen and the one that is appropriate for the needs of the position and from the similar field are to be recruited to avoid any kind of discrepancies in the firm from an unrelated field. As per McClelland’s Theory of Needs, the personalities have to manage the entire organization.
According to the McClelland’s Theory of Needs, the implementation part should be taken care of. For example, the employees should be motivated by their performance and appropriate feedback upon which the training and the tasks set for their efficiencies should be described to them. The McGregor’s Theory X model discusses the inefficiency of the employees and here Tony was acting accordingly, where the alternative solution was found to be complaining to the CEO. As per the Maslow’s Hierarchy of Needs, the employee should be given opportunities for their career growth, but Tony has eliminated, such opportunities for reducing the expense in the organization. For this, the alternative solution was to raise a complaint against him to superiors.
Alexander, K., 2013. Facilities management: theory and practice. Routledge.
Bush, T. and Middlewood, D., 2013. Leading and managing people in education. Sage.
Bennett, N.J. and Dearden, P., 2014. Why local people do not support conservation: community perceptions of marine protected area livelihood impacts, governance and management in Thailand. Marine Policy, 44, pp.107-116.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning.
Clegg, S.R., Kornberger, M. and Pitsis, T., 2015. Managing and organizations: An introduction to theory and practice. Sage.
Carroll, A. and Buchholtz, A., 2014. Business and society: Ethics, sustainability, and stakeholder management. Nelson Education.
Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John Wiley & Sons.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.
Haeckel, S.H., 2013. Adaptive enterprise: Creating and leading sense-and-respond organizations. Harvard business press.
Kinicki, A., Williams, B.K., Scott-Ladd, B. and Perry, M., 2014. Management: A practical introduction. McGraw-Hill Education Australia.
Martin, G. and Siebert, S., 2016. Managing people and organizations in changing contexts. Routledge.
Rice, A.L., 2013. The enterprise and its environment: A system theory of management organization (Vol. 10). Routledge.
Schwalbe, K., 2015. Information technology project management. Cengage Learning.
Turner, J.R., 2014. The handbook of project-based management (Vol. 92). New York, NY: McGraw-hill.
Yoder-Wise, P.S., 2014. Leading and managing in nursing. Elsevier Health Sciences.
Van Wart, M., 2014. Leadership in public organizations: An introduction. Routledge.
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