Garden Report Essay

The Garden memory board, a family-owned floral company, carries a big variety of floral, gardening and lawn-care products with sales and profits growing. Janice bowman has 13 eld of operational intimacy in the industry as office four-in-hand in the company. She is responsible for inventory management, computer system management and logistics. Derek Sinclair, the son-in-law of the Depot owner, is the landscaping manager with no experience in management.However, the operation is not smooth in the organization that faced several issues such as lobar force, communication and synchronization. They both have responsibility for the depot, and have to constrict rid of problems to benefit the company. The company did not have enough unending skillful and reliable workforce, but only seasonal employees, therefore 50 landscaping jobs could be completed each year, which were fewer than what was demanded. Most of employees were odd-job(prenominal) student workers lacking of experience.In addition, a family member who had poor and impertinent leadership was appointed as landscaping manager. And his irresponsible attitude magnate have bad impact on moral of stuff. Furthermore, the job responsibilities were not defined, and there were no specialized department to solve the specific problems. The unlawful recruitment and lack of supervision cause the organization attained f solelyacious and unreliable workforce. This demonstrates a lack of fit betwixt organization dish up and people as police for recruiting and supervising employees.Moreover, Sinclair had low expertise knowledge on landscaping area, which resulted that he could not answer the customers specific question, and he had no qualification and business handling capabilities to solve complex issue. This follows EOPT system because there is a lack of fit between people and tasks. Whereas having no job translation and departmentalization in the organization resulted in the consequence that employees entan gled about their job. This applies to EOPT theory because there is a lack of fit between organization structure and people.The goal for the Garden Depot is to establish electrostatic and reliable workforces to increase work proficiency. In long term, the organization should understand job responsibilities defined in every level of the organization, and deploy one-on-one departments to solve any problems to make customers happy. The first alternative is to reevaluate all the stuff and build a formal appraisal system to contend employees performances, which can help the company to build a steadfast and reliable workforce. The second alternative will be training Sinclair be a competent manager.If the company wants to keep Sinclair as the landscaping manager, this live up to alternative is necessary. The last alternative course of action is to create a proper job explanation and deploy specific departments such as HR department, marketing department, customers departments and inv entory departments in order to solve the related to issues. The best alternative is to create a formal job description and divide specific departments. First, Sampson should divide the whole organization into four departments HR department, marketing department, inventory department and customer services department.Next, creating job description for every position should be done as soon as possible. Then department supervisors ought to reevaluate employees and put them in the right departments depending on their specialty. Finally, the department supervisor should hand in a process narrative to managers every month to show their work. If Departmentalization causes lack of communication among individual departments, commonplace manager should have a meeting with all department supervisors erst a week.