Show simple item record

dc.contributor.advisorMurphy, Johnen
dc.contributor.authorMoore, Robert E.
dc.date.accessioned2017-06-28T15:53:49Z
dc.date.available2017-06-28T15:53:49Z
dc.date.issued2006
dc.identifier.urihttp://hdl.handle.net/10150/624458
dc.descriptionClass of 2006 Abstracten
dc.description.abstractEvery organization strives towards excellence. Excellence is often achieved through sound management practices. In this analysis, a local Tucson business was assessed to determine its organizational efficiency. Interviews were conducted in order to assess a broad range of managerial issues including cultural and ethical issues, communication issues, staffing issues and leadership and motivation. Recommendations were provided for potential improvements. Cultural and ethical issues included indifference, a lack of discipline, and unethical behavior. Communication issues included a lack of upward communication, lack of appraisals, proper training and teamwork. Staffing issues included an informal selection process, high turnover and a lack of external sales support. Leadership and motivational issues included no incentives to work harder, lack of upward mobility, no recognition to boost moral, poor attitude and constant tardiness. Recommendations for cultural and ethical issues included standardized meetings, strict discipline and proper enforcement. Recommendations for communication issues included an appropriate training manual, an officially recognized party, one-on-one status checks and an opinion box. Recommendations for staffing issues included a formal hiring process and performance rewards. Recommendations for leadership and motivational issues included creating a team leader, best customer service employee awards, a Stuart Smalley annual ‘feel-good’ meeting and strict tardiness policies. Implementing these recommendations is one possible step in the direction of solving the problems identified.
dc.language.isoen_USen
dc.publisherThe University of Arizona.en
dc.rightsCopyright © is held by the author.en
dc.rights.urihttp://rightsstatements.org/vocab/InC/1.0/
dc.subjectManagerial Assessmenten
dc.subjectLocal Businessen
dc.subjectOrganizational Efficiencyen
dc.subject.meshCommerceen
dc.subject.meshEthics, Businessen
dc.subject.meshEfficiency, Organizationalen
dc.titleA Managerial Assessment of a Local Tucson Businessen_US
dc.typetexten
dc.typeElectronic Reporten
dc.contributor.departmentCollege of Pharmacy, The University of Arizonaen
dc.description.collectioninformationThis item is part of the Pharmacy Student Research Projects collection, made available by the College of Pharmacy and the University Libraries at the University of Arizona. For more information about items in this collection, please contact Jennifer Martin, Librarian and Clinical Instructor, Pharmacy Practice and Science, jenmartin@email.arizona.edu.en
html.description.abstractEvery organization strives towards excellence. Excellence is often achieved through sound management practices. In this analysis, a local Tucson business was assessed to determine its organizational efficiency. Interviews were conducted in order to assess a broad range of managerial issues including cultural and ethical issues, communication issues, staffing issues and leadership and motivation. Recommendations were provided for potential improvements. Cultural and ethical issues included indifference, a lack of discipline, and unethical behavior. Communication issues included a lack of upward communication, lack of appraisals, proper training and teamwork. Staffing issues included an informal selection process, high turnover and a lack of external sales support. Leadership and motivational issues included no incentives to work harder, lack of upward mobility, no recognition to boost moral, poor attitude and constant tardiness. Recommendations for cultural and ethical issues included standardized meetings, strict discipline and proper enforcement. Recommendations for communication issues included an appropriate training manual, an officially recognized party, one-on-one status checks and an opinion box. Recommendations for staffing issues included a formal hiring process and performance rewards. Recommendations for leadership and motivational issues included creating a team leader, best customer service employee awards, a Stuart Smalley annual ‘feel-good’ meeting and strict tardiness policies. Implementing these recommendations is one possible step in the direction of solving the problems identified.


This item appears in the following Collection(s)

Show simple item record