Down East Spud Busters Case Analysis Essay

This willing give this big multiform grounded to the little guy and hopefully keep the company connected on the local level as it expands. As Deep East snap lads expands from Canada and Maine to Idaho, Europe, the Pacific sass, and then into comprehensive sales and distribution, the mess m all over will become increasingly important. By the mickle factor, I am of course, to rear it into moving in terms, talking slightly world Resources.Given the immense geographic expanses and logistical ch onlyenges that will no doubt be a factor in such a major expansion, Human Resources argon personnel casualty to very important as they open up the bleak yield plant in Idaho, continue innovating at the Maine higher-value processing plant w present new, idle ideas are paramount, penetrating international markets in Europe and the Pacific Rim where consumers have a totally foreign culture and speak a various language, and as they tap into nationwide sales and distribution here acros s the United States.The reason being is that folks are divers(prenominal) wherever you go and to have a successful company these days, focal point needs to be less rigid and more organic date treating its stakeholders as individuals with different needs and embracing diversity. But maybe youre saying to yourself right now potatoes are potatoes anywhere you go or something like that. My response would be that sure potatoes are potatoes but people and their cultural situations are unique wherever you go.Laws and regulations are in addition different wherever one might go. Legislation, the role of trade unions and governments and their agencies, culture and determine vary between regions and countries. Therefore the particular institutional social brass sections operating in different national economies and societies are no doubt influential in my intuitive feeling, in maintaining dis exchangeable Human Resources policies in different countries, American states, counties, and c ities. pluralitys behavior and needs will be influenced by the come in which they reside, and Deep East Spuds Busters is going to have to adjust accordingly. 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 in person have had several jobs where the company couldnt care less about its employees and its not merely miserable for the workers, but in my opinion its got to be bad for business as headspring.Companys like Home Depot, Whittier Wood Products, and literally every woods poor boy in the Eugene/Springfield area treats their employees like crap, doesnt pay them enough, overworks them, fires them and lays them false like its nothing, and most importantly, those businesses dont take into figure their employees individuality at all. There are definitely companies that not only should follow my idea of how Deep East Spud Busters should maintain their Human Resources departments, but also could be successful in adopting a similar organisational building to their current and future business models.Some types of companies that I think could benefit from copying DESBs current and future formational 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 list 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 such(prenominal) highly technical and industrial fields that already have their structures well establishes. For example, it would make no sense for Intels microchip producers to f ollow this model but it would make sense for an individual or small business that creates popular art pieces. Important Mechanisms Used to Coordinate Work modular Network Temporary arrangements among partners that can be assembled and reassembled to adapt to the milieu 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 organisation how people in the organization interact. Coordination by Plan Interdependent units are required to meet deadlines and objectives that contribute to a common goal. Business lightness and Ways to Improve It Business nimbleness is the ability of a business to adapt rapidly and cost efficiently in response to changes in the business environment.Business weightlessness can be maintained by maintaining and adapting goods and services to meet customer demands, ad justing to the changes in a business environment and taking advantage of human resources. Agility is a concept that incorporates the ideas of flexibility, balance, adaptability, and coordination below 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 efficient ways.The agile company is an extension of this concept, referring to an organization that utilizes key principles of adaptive systems and complexness 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, commitment to customers, and their use of technology. Organization Structure commentary Definition The typically hierarchal arrangement of lines of authority, communications, rights and duties of an organization.Organizational structure determines how the roles, bill et and responsibilities are assigned, s vellicateled, 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 seam of management has most of the decision making government agency 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 multiple 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. html Four Dimensions of an Organizational Structure say-so The legitimate right to make decisions and to tell other people what to do. yoke of Control The number of subordinates who report directly to an executive or supervisor.delegacy The assignment of authority, responsibility, and accountability. Centralization When important decisions are made at the top rather than spread out over the mid and lower levels of an organization. 4 Basic Forms of Horizontal Structures of Organizations Functional Organization Jobs and departments that are specialized and sorted according to business functions and the skills they require production, marketing, human resource, research and development, finance, accounting, etc.divisional Organization gatheringings of all functions into a single 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. gross revenue amp distribution host Sales amp distribution separate force play root strength class Design / look conclave Design / inquiry convocation Production Group Production Group offer Group Supply Groupdivisional managing director Traditional Potato pull out divisional animal trainer Traditional Potato Line Network Organization A collection of independent, mostly single-function firms that collaborate to produce a good or service. Organizational Structure Chart for Down East Spud Buster (Note Chart Represents Each Division) Sales amp scattering 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 theatre director Personnel Manager Sales amp Distribution Manager Sales amp Distribution Manager CEO CEO Divisional Manager Frozen solid food Line Divisional Manager Frozen Food Line Divisional Manager modify Food Line Divisional Manager Dried Food Line Divisional Manager Traditional Potato Line Divisional Manager Traditional Potato LineSupply / bargain for Manager Supply / Purchase Manager Design and query 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