Fundamental of Management Solutions 9780133071290 Case Situation b as the manage
ID: 416105 • Letter: F
Question
Fundamental of Management Solutions 9780133071290 Case Situation b as the manager of a toy store in San Francisco. She loves the chaos and the their favorite toys. Teddy bears pulled off Selina Lo loves her jo the shelves and toy trucks left on the floor are part and parcel of managing a toy store. Yet, her biggest challenge, which is a problem faced by many retailers, is employee turnover. Many after just a few months on the job because of hectic schedules and long work hours. Selina is always looking for new ways to keep her employees committed to their jobs. She also takes care of customers' requests and complaints and tries to address them satisfactorily. This is what Selina's life as a manager is like. However, retailers are finding that people with Selina's skills and enthusiasm for store management are few and far between. Managing a retail store is not the career that most college graduates aspire to Attracting and keeping talented managers continues to be a challenge for all kinds of retailers of her employees leave Groups position: Suppose you're a recruiter for a large retail chain and want to get college graduates to consider store management as a career option. Global Perspective Who holds more managerial positions worldwide: women or men? Statistics tell an interesting story. In the United States, women held 50 percent of all managerial positions, but only 4.8 percent of the Fortune 500 CEO spots. In the United Kingdom, only 1.8 percent of the FTSE 500 companies' top positions are held by women. In Germany, women hold 35.6 percent of all management positions, but only 3 percent of women are executive board members. Asian countries have a much higher percentage of women in CEO positions. In Thailand, 30 percent of female managers hold the title of CEO, as do 18 percent in Taiwan. In China, 19 percent of the female workforce are CEOs. Even in Japan, 8 percent of senior managers are women. A census of Australia's top 200 companies listed on the Australian Stock Exchange showed that 11 percent of company executive managers were women. Finally, in Arab countries, the percentage of women in management positions is less than 10 percent. As you can see, companies across the globe have a larg gender gap in leadership. Men far outnumber women in senior business leadership positions. These circumstances exist despite efforts and campaigns to improve equality in the workplace. One company- Deutsche Telekom-is tackling the problem head-on. It says it intends to "more than double the number of women who are managers within five years. " In addition, it plans to increase the number of women in senior and middle management to 30 percent by the end of 2015. One action the company is taking is to improve and increase the recruiting of female university graduates. The company's goal: at least 30 percent of the places in executive development programs held by women. Other steps taken by the company revolve around the work environment and work-family issues. Deutsche's chief executive René Obermann said, "Taking on more women in management positions is not about the enforcement of misconstrued egalitarianism. Having a greater number of women at the top will quite simply enable us to operate better Questions address What isses might the oreanization face in recruting female university eraduates? How could it addres those issues? what issues might i face in introducing changes in work-family programs, and how could it address those issues? Answer in a separate sheet of paper that contains the follow Central Problem, Analysis (use only one inp tool: SWOT st, Answer to the Question, Alternative Courses of Action, Conclusion, and RecommendationExplanation / Answer
ISSUES IN RECRUITNG FEMALE UNIVERSITY GRADUATES
Organizations have recognized that women hold equal capabilities as that of men in work force and managerial positions. However, there seems to be certain issues in attracting women graduates to the retail labor market. The possible reasons could be the hectic work schedule in retail shops which make women difficult to manage between their homes and work.
The recruitment manager can take certain steps to attract and increase the women work force in retail shops.
1. Know the recruiting team
Train the recruitment team. Know the members and pass the vision to the members about attracting and retaining women in the work force. Let the members advertise the positions open to women graduates in their social media network.
2. Know the prospective women graduate employees
The recruitment team could visit graduate schools and universities to know the preferences and priorities of women graduates. Impart the work culture of the organization to them and let them know the women-friendly policies. In case, if the organization doesn’t hold a women-friendly culture, take initiatives to create a women-friendly organization.
3. Create women-friendly advertisements
The advertisements should spread the organization environment and employees as fun loving and friendly which can attract the women work force. These advertisements shall be displayed in billboards near the colleges, in employment websites, women cells and groups, youth and women clubs.
4. Create women-friendly benefits program
Analyze the existing maternity policies, flexibility in work, child care facilities in the shop, insurance and benefits cover for child care and family planning etc. Addressing the issues in these aspects and making them more women friendly will attract more female graduates to the retail shops.
5. Create a safe working environment
Create a safe working environment for women by creating a zero tolerance policy against women employee harassment. Publicize about these policies in the job market will attract more women graduates and will help to retain them.
6. Promote the existing women employees and women in top positions
When women are present in the top management of the company, other women will notice and it will be benefit by presenting a better image of the company. It will also be noticed by other women performers and also in the socializing clubs of women. These strategies will help to attract female graduates to the organization.
ISSUES IN WORK-FAMILY PROGRAMS
Work-life balance is well-known concept and policies to promote and support work-life or work-family programs are essential to attract women. However, the nature of retail industry may bring issues in bringing changes in the work- family programs.
1. Strengths/Advantage
Reduced work hours
While making changes in work-life programs one option might be reduced work hours. Implementing a policy to reduce the work hours might be quite impossible where the employees are required to work for more hours.
This type of issues could be solved by increasing the number of shits and recruiting more employees to work in various shits.
2. Threats
Potential to reduce work productivity
Reducing work hours can also decrease the productivity of the employees. Employees especially women may be required to spend more hours at home in order to look after young children. This will be more difficult for single mothers and fathers. This issue can be solved by arranging child care and play spaces in the work place.
3. Strengths/Advantages of work place child care centers
Work place child care centers would increase the employee satisfaction.
Employees will be able to work stress free while their children will be taken care within their reach.
A work place child care would reduce absenteeism and employee turnover.
Related Questions
Navigate
Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.