netrashetty
Netra Shetty
Beazer Homes USA (NYSE: BZH) is a Fortune 500 American homebuilding company based in Atlanta, Georgia. The company builds and sells primarily single-family homes in twenty states of the continental United States. It also offers home mortgage services through its subsidiary, Beazer Mortgage Corporation. In 2006 and 2007 Beazer Homes USA won awards across the country in various Parade of Homes events
Grace’s Cuisine will position itself as a reasonably priced, upscale, fast-food restaurant. Consumers who appreciate high-quality food will recognise the value and unique offerings of Grace’s Cuisine hamburgers, pastas and salads. Patrons will be both single as well as families, ages 25-50.
Grace’s Cuisine positioning will leverage their competitive edge:
Products. The product will have the freshest ingredients including hamburgers, pasta, imported cheeses, organic vegetables, and top-shelf meats. The product will also be developed to enhance presentation, everything will be aesthetically pleasing.
Service. Customer service will be the priority. All employees will ensure that the customers are having the most pleasant dining experience. All employees will go through an extensive training program and only experienced people will be hired.
By offering a superior product, coupled with superior service, Grace’s Cuisine will excel relative to the competition.
Company Size and Structure
Grace’s Cuisine developed the company’s organisational structure to reflect the company’s dedication to maintaining organisational morals, culture and processes. The Grace’s Cuisine organisation will serve as the base of its corporate activities. As seen in the organisational chart, (see Appendix 3 for the organisational diagram) there is no line pointing down, indicating that the lines of communication can go in both directions (upward or downward), which implies that the organisation intends to adopt a culture in where communication doors are always open. Also, the chart is a defining figure of how the lines of authority should be followed, and its simplicity would enable all organisational members to comply with it easily. This hierarchical-oriented organisation will promote unity to all Grace’s Cuisine management people and employees through adoption of a structure with hierarchical relationships between organisational members with the intention of disseminating corporate policy effectively and efficiently throughout the firm so that we could move in the same direction.
The organisation form will be a limited liability company, in where the owners would have limited personal liability for business debts, fringe benefits can be deducted as business expense and owners can split corporate profits among owners and corporation and overall tax rate is lower, as compared to other organisational forms. The management team is currently applying for the Grace’s Cuisine trademark, for it has immediate plans of expansion outside Hong Kong and it would not want to infringe any legal requirements of the law regarding the business. Also, the business logo, which will be the image representing Grace’s Cuisine, will be applied for copyright, as the management team would like to preserve the image as solely belonging to the Grace’s Cuisine. And since Grace’s Cuisine is only a starting business, then the restaurant will only operate in one store locally in Hong Kong but planned to expand globally in the future.
Managing Team and Stakeholders
When running a business, it is important to understand the values and issues that stakeholders have in order to address them and keep everyone on board for the duration of the project (Burke, R. 2003). Stakeholders are not always keen to participate but engaging them at this early stage of the project will help ensure success.
Ø General Manager (GM)
In this business venture, a B2C type of business, I am the General Manager of Grace’s Cuisine. Aside from the overall management of the business, I performed the role of an account manager. As the GM and founder of Grace’s Cuisine, my management style should be likely as most traditional Hong Kong family business with centralised decision making and supporting paternalistic regulation. I should always emphasise that a successful company need have competitiveness in the market and maintains a certainly high level of efficiency, effectiveness. Since restaurants are both product and labour intensive, the cost of employee is in high ratio of total expense. In addition, I should have to balance between the profitability of shareholders and the loyalty of employee.
Ø Senior Staff & Senior Manager
They are advocates and supporters on the scheme, evidence collected with them which are:
They should adjust working hour to accommodate with clients
They should subordinate & themselves have a adaptive resting time for increasing energy and creativity
It can achieve a healthy work-life balance, such as they can have breakfast with elder in the morning, foster children, send and pick up in-studying children
They estimate it can boost their loyalty, productivity and collegiality, and enhance overall company’s image
They are the key stakeholder group in the scheme, there should be a good relationship with them to motivate them supporting and advancing the scheme. Involve them in each stage and decisions.
Ø Local Staff & Overseas Staff
Dispersed aptitude and opinion should be observed in this group. Some critics argue that:
It can reduce their autonomy on their working time
It cannot solve the problem of the long overtime working hour which is underestimated by managers
increase their workload and affect their own performance if other colleague do not have good discipline
Some of them can become our allies to influence others and neutralise the opposition.
Grace’s Cuisine will position itself as a reasonably priced, upscale, fast-food restaurant. Consumers who appreciate high-quality food will recognise the value and unique offerings of Grace’s Cuisine hamburgers, pastas and salads. Patrons will be both single as well as families, ages 25-50.
Grace’s Cuisine positioning will leverage their competitive edge:
Products. The product will have the freshest ingredients including hamburgers, pasta, imported cheeses, organic vegetables, and top-shelf meats. The product will also be developed to enhance presentation, everything will be aesthetically pleasing.
Service. Customer service will be the priority. All employees will ensure that the customers are having the most pleasant dining experience. All employees will go through an extensive training program and only experienced people will be hired.
By offering a superior product, coupled with superior service, Grace’s Cuisine will excel relative to the competition.
Company Size and Structure
Grace’s Cuisine developed the company’s organisational structure to reflect the company’s dedication to maintaining organisational morals, culture and processes. The Grace’s Cuisine organisation will serve as the base of its corporate activities. As seen in the organisational chart, (see Appendix 3 for the organisational diagram) there is no line pointing down, indicating that the lines of communication can go in both directions (upward or downward), which implies that the organisation intends to adopt a culture in where communication doors are always open. Also, the chart is a defining figure of how the lines of authority should be followed, and its simplicity would enable all organisational members to comply with it easily. This hierarchical-oriented organisation will promote unity to all Grace’s Cuisine management people and employees through adoption of a structure with hierarchical relationships between organisational members with the intention of disseminating corporate policy effectively and efficiently throughout the firm so that we could move in the same direction.
The organisation form will be a limited liability company, in where the owners would have limited personal liability for business debts, fringe benefits can be deducted as business expense and owners can split corporate profits among owners and corporation and overall tax rate is lower, as compared to other organisational forms. The management team is currently applying for the Grace’s Cuisine trademark, for it has immediate plans of expansion outside Hong Kong and it would not want to infringe any legal requirements of the law regarding the business. Also, the business logo, which will be the image representing Grace’s Cuisine, will be applied for copyright, as the management team would like to preserve the image as solely belonging to the Grace’s Cuisine. And since Grace’s Cuisine is only a starting business, then the restaurant will only operate in one store locally in Hong Kong but planned to expand globally in the future.
Managing Team and Stakeholders
When running a business, it is important to understand the values and issues that stakeholders have in order to address them and keep everyone on board for the duration of the project (Burke, R. 2003). Stakeholders are not always keen to participate but engaging them at this early stage of the project will help ensure success.
Ø General Manager (GM)
In this business venture, a B2C type of business, I am the General Manager of Grace’s Cuisine. Aside from the overall management of the business, I performed the role of an account manager. As the GM and founder of Grace’s Cuisine, my management style should be likely as most traditional Hong Kong family business with centralised decision making and supporting paternalistic regulation. I should always emphasise that a successful company need have competitiveness in the market and maintains a certainly high level of efficiency, effectiveness. Since restaurants are both product and labour intensive, the cost of employee is in high ratio of total expense. In addition, I should have to balance between the profitability of shareholders and the loyalty of employee.
Ø Senior Staff & Senior Manager
They are advocates and supporters on the scheme, evidence collected with them which are:
They should adjust working hour to accommodate with clients
They should subordinate & themselves have a adaptive resting time for increasing energy and creativity
It can achieve a healthy work-life balance, such as they can have breakfast with elder in the morning, foster children, send and pick up in-studying children
They estimate it can boost their loyalty, productivity and collegiality, and enhance overall company’s image
They are the key stakeholder group in the scheme, there should be a good relationship with them to motivate them supporting and advancing the scheme. Involve them in each stage and decisions.
Ø Local Staff & Overseas Staff
Dispersed aptitude and opinion should be observed in this group. Some critics argue that:
It can reduce their autonomy on their working time
It cannot solve the problem of the long overtime working hour which is underestimated by managers
increase their workload and affect their own performance if other colleague do not have good discipline
Some of them can become our allies to influence others and neutralise the opposition.