Down East Spud Busters Case Analysis Essay

This leave alone give this big conglomerate grounded to the fine guy and hopefully keep the company connected on the local level as it carrys. As hidden eastbound Spud Busters expands from Canada and Maine to Idaho, Europe, the Pacific Rim, and then into across the nation sales and distri thoion, the plenty factor will become increasingly classic. By the people factor, I am of course, to put it into business terms, talking close Human Resources.Given the immense geographical expanses and logistical challenges that will no doubt be a factor in such a major expansion, Human Resources atomic number 18 going to very important as they open up the new production plant in Idaho, continue innovating at the Maine higher-value touch on plant where new, fresh ideas are paramount, penetrating international markets in Europe and the Pacific Rim where consumers hold in a totally foreign culture and speak a una bid language, and as they tap into nationwide sales and distribution here across the United States.The reason being is that folks are different wherever you go and to maintain a successful company these days, management needs to be slight rigid and more organic while treating its stakeholders as individuals with different needs and embracing diversity. But perchance youre saying to yourself right now potatoes are potatoes anywhere you go or something deal that. My chemical reaction would be that sure potatoes are potatoes but people and their cultural situations are unique wherever you go.Laws and regulations are also different wherever one might go. Legislation, the role of trade unions and g overnments and their agencies, culture and values veer between regions and countries. Therefore the particular institutional bodily structures operating in different national economies and societies are no doubt influential in my opinion, in maintaining dissimilar Human Resources policies in different countries, American states, counties, and cities. messs b ehavior and needs will be influenced by the land in which they reside, and Deep East Spuds Busters is going to adopt to adjust fit inly. If DESB holds the people factor in high regard as they expand into new territories, they will increase their chance of success exponentially. I have personally have had several(prenominal) jobs where the company couldnt care less about its employees and its not only miserable for the workers, but in my opinion its got to be bad for business as well.Companys like Home Depot, Whittier Wood Products, and literally every wood mill in the Eugene/Springfield area treats their employees like crap, doesnt pay them enough, overworks them, fires them and lays them off like its nothing, and most importantly, those businesses dont take into scotch their employees individuality at all. There are definitely companies that not only should accompany my idea of how Deep East Spud Busters should maintain their Human Resources departments, but also could be succe ssful in adopting a similar system of rulesal structure to their current and future business models.Some types of companies that I think could attain from copying DESBs current and future organizational model are of the following Land owners who have timber on their land, independent gardeners, independent gold miners, independent mushroom growers, local artisans of pottery, wood crafts, and textiles, the controversy goes on and on. There are many types of businesses that could follow a template starting with a local cooperative, refinement of received products and materials, nationwide distribution and sales involving local salesmen, and then expansion into international markets.I think companies that produce a product easily made by the individual person could follow this model and not so much highly technical and industrial fields that already have their structures well establishes. For example, it would ca-ca no sense for Intels microchip producers to follow this model but i t would make sense for an individual or small business that creates popular art pieces. Important Mechanisms Used to align Work Modular Network Temporary arrangements among partners that can be assembled and reassembled to adapt to the environment also called a virtual network.Broker A person who assembles and coordinates participants in a network. Standardization Establishing common routines and procedures that apply uniformly to everyone. Formalization The presence of rules and regulations governing how people in the organization interact. Coordination by Plan Interdependent units are required to see deadlines and objectives that contribute to a common goal. parentage Agility and Ways to Improve It Business elation is the ability of a business to adapt promptly and cost efficiently in reply to changes in the business environment.Business agility can be maintained by maintaining and adapting goods and services to meet customer demands, adjusting to the changes in a business e nvironment and taking advantage of human resources. Agility is a concept that incorporates the ideas of flexibility, balance, adaptability, and coordination under one umbrella. Put in the context of business, agility refers to the ability of an organization to rapidly adapt to market and environmental changes in productive and cost-effective ways.The agile company is an extension of this concept, referring to an organization that utilizes key principles of adaptive systems and complexity science to achieve success. One can say that business agility is the outcome of Organizational Intelligence. Different areas that enterprises can improve their business agility are through strategy, trueness to customers, and their use of technology. Organization Structure Definition Definition The typically hierarchal arrangement of lines of authority, communications, rights and duties of an organization.Organizational structure determines how the roles, function and responsibilities are assigned , controlled, and coordinated, and how information flows between the different levels of management. A structure depends on the organizations objectives and strategy. In a centralized structure, the top layer of management has most of the decision making power and has tight control over departments and divisions. In a decentralized structure, the decision making power is distributed and the departments and divisions may have different degrees of independence.A company such as Proctor amp Gamble that sells duple products may organize their structure so that groups are divided according to each product and depending on geographical area as well. An organizational chart illustrates the organizational structure Citation http//www. businessdictionary. com/definition/organizational. hypertext mark-up language Four Dimensions of an Organizational Structure Authority The legitimate right to make decisions and to tell other people what to do. Span of Control The number of subordinates who report directly to an executive or supervisor.Delegation The assignment of authority, responsibility, and accountability. centralisation When important decisions are made at the top rather than spread out over the mid(prenominal) and lower levels of an organization. 4 Basic Forms of Horizontal Structures of Organizations Functional Organization Jobs and departments that are specialized and grouped according to business functions and the skills they require production, marketing, human resource, research and development, finance, accounting, etc.Divisional Organization classifyings of all functions into a item-by-item division that duplicates functions across all divisions. These are created as an organization becomes more diverse, complicated, and spread out over geographical regions. Matrix Organization A hybrid form of organization in which functional and divisional forms overlap. sales amp statistical distribution throng gross sales amp Distribution multitude force out Gr oup strength Group Design / research Group Design / Research Group business Group fruit Group hand over Group run GroupDivisional Manager Traditional murphy direct contrast Divisional Manager Traditional Potato blood Network Organization A assemblage of independent, mostly single-function firms that collaborate to produce a good or service. Organizational Structure Chart for carry out East Spud Buster (Note Chart Represents Each Division) Sales amp Distribution Group Sales amp Distribution Group Sales amp Distribution Group Sales amp Distribution Group Sales amp Distribution Group Sales amp Distribution GroupPersonnel Group Personnel Group Personnel Group Personnel Group Personnel Group Personnel Group Personnel Manager Personnel Manager Sales amp Distribution Manager Sales amp Distribution Manager CEO CEO Divisional Manager Frozen Food blood Divisional Manager Frozen Food Line Divisional Manager Dried Food Line Divisional Manager Dried Food Line Divisional Manager Tradi tional Potato Line Divisional Manager Traditional Potato LineSupply / obtain Manager Supply / Purchase Manager Design and Research Manager Design and Research Manager Production Manager Production Manager Sales amp Distribution Manager Sales amp Distribution Manager Supply Group Supply Group Production Group Production Group Design / Research Group Design / Research Group Supply Group Supply Group Production Group Production Group Design / Research Group Design / Research Group Supply Group Supply Group Production Group Production Group Design / Research Group Design / Research Group