Turning Around the Image and Organization of Pierogi Place

As per your request, I have reviewed the current operations and organizational structure of Pierogi Place to determine ways of maximizing the organization's efficiency.

It has been agreed upon, during previous meetings between ourselves, that at the current establishment of Pierogi Place

Many employees are not committed to their work or to improving their overall performance

• Managers are not sufficiently motivating employees because of their old ways of thinking

• Not enough employees feel connected to the mission of the organization or energized by their work at Pierogi Place

• Senior management meetings are characterized by inefficient communication methods

Recommendations

The organization's direction, mission, goals, image, and personnel operating and communication structures must be redefined as thus?

Redefine Image and Philosophy Business -- Learning organization

At present, Pierogi Place is a Polish-themed fast food establishment largely purveying kielbasas wrapped in dough, as well as the aforementioned pierogis. To compete with local, more widely advertised national chains the business must develop a 'hook' to bring customers in. Converting the business into a 'learning establishment' where individuals get to learn more about this historic Eastern European finger food, and to season their kielbasas or pierogis with a wide selection of toppings will take advantage of the new emphasis on customization in the workforce.

Motivate employees

Require employees to interact with the customers more, to explain the new innovations in service. Also require employees to explain the new company philosophy. Create daily toppings specials, forcing employees to interact more with customers.

Redefine senior management meetings

Instate rules where individuals can only speak for fixed lengths of time. State that they must respond to the previous speaker's comments by name. Also, force employees to speak only when they call for the floor, in congruence with 'Rogers' Rules of Order' in structuring meetings.

Summary new company philosophy and a new company protocol are called for to turn the company around.