HIGHLIGHTING THE NEEDS OF

EMPLOYEES TO ENSURE AN
EFFICIENT WORK ENVIRONMENT
PROPOSED TO: MR. MIKE DAVIS, SENIOR GENERAL MANAGER & MR. JEREMY DUMAS,
OPERATIONS MANAGER
PROPOSE ON: NOVEMBER 23, 2015
BY BRANDON WEATHERSPOON

INTRODUCTION
Throughout the years as an employee of Dions on Academy
and Wyoming, I have seen many issues arise in terms of
inconsistent leadership.

These issues have a great effect on the morale and selfesteem of employees, and this causes a direct negative
effect on their work ethic.

The question then becomes how can we ensure that there is

more consistency in terms of leadership with the employees?

METHODOLOGY
The research on this issue and its possible solutions was conducted
during 5 phases
- Phases 1: evaluation Conditions
- Three criteria needed to be met:
Cost Effectiveness: The solution given must not cost too much money as to
where the entire project would need the approval of any officials above that of
the operations manager.
Effect On Employees: The solution must prove to have an actual effect on the
employees within the store. This effect must be based on evidence both
factual and from that of the employees.
Effect on Sales and Production: The solution presented must have an effect on
Increase in production or sales. That being, it must contribute directly to the
work ethic of the employees and must be based on some evidence.

METHODOLOGY CONTINUED
Phase 2: Gathering information
Which involved research of two internet sources on journal articles
Both articles highlighted the effects of inconsistent leadership on employees

Phase 3: Conduct a Survey about Whether or not workers believe having some
form of consistent leadership is beneficial to efficient work
The survey was conducted using 20 employees from the Academy location and rated their
responses to the above question on a yes, to a degree, unsure. Not really, or no scale.

Phase 4: Interview co-works and their take on the store 2 leadership

I conduced three interviews with co workers to analyze their take on inconsistent
leadership in the work place

Phase 5: Research the Methods of Training General Managers

Lastly I used personal knowledge and the knowledge of my Senior General Manager to get
a better understanding of how assistant managers are promoted to General Manager.

SOLUTIONS BASED UPON RESEARCH

Solution 1 appoint a permanent General Manager to the
Academy Location
The would meet cost effectiveness by allowing there to be one

supervisor who will over see every operation of the store and would
allow for less money to be spent on the constant training of a new one.
This would have a great effect on employees by giving them a
permanent leader to oversee their actions and ensure they are being
done in a consistent manner.
This solution however would not meet the sales and production
because it would take away from the method already used to promote
new general managers and would cause for them to have to develop a
new method which would cost the company a large amount of money.

SOLUTIONS BASED UPON RESEARCH

Solution2 Develop a system of accountability within the
store starting from The operations manager and senior
general manager.
The senior general manager would be required to evaluate the

general manager in training twice a week.

These would help ensure that he is running the store in accordance
with the values and Processes of Dions.
The operations manager would be required to evaluate the functions
of the store once a month and evaluate the progress of the General
manager in training.

TABLE 1.
Solution

BY Whom

Two day a week evaluation of General

manager in training and assistant
managers

Implemented by Senior general Manager

Active Training of New General Manager

Implemented by Senior General Manager

Once a month evaluation of General

Manager in Training and assistant
managers

Implemented by Operations Manager

Evaluation of Training General Manager

Implemented by Operations Manager

RESULTS
The results of the interviews led to my solutions. In that of the three
interviews conducted 2 of the 3 suggested something along the lines of
implementing some sort of accountability system. While the other
stated that getting a permanent General Manager would be more
beneficial .

The Results of the Survey concluded that of the 20 employees, 14

believed that consistent leadership is beneficial to efficient work. While
4 believed that it was important to a degree. Two of the 20 surveyed
believed that it was not really necessary. These results suggest that
90% of those surveyed felt consistency in leadership was important.

RECOMMENDATION
Based on the results and research,

I would like to
recommend that the Dions Academy location implement
solution 2 into their system.

This will help to increase the following.

Employee morale and work ethic

With work ethic increase, sales and production will increase
And it has little to no cost on the part of the company.
It involves the entire work crew being held accountable for their
actions.

REFERENCES
Cremer, D. D. (2003). Why inconsistent leadership is regarded as procedurally unfair: the
importance of social self-esteem concerns . European Journal of Social Psychology , 535-550.

Davis, M. (2015, November). General Manager Training . (B. Weatherspoon, Interviewer)

Dion's Pizza. (2015, November 17). Retrieved from www.dions.com:
http://www.dions.com/about/jobs/

Employees, D. S. (2015, November ). Whether or not workers believe having some of form of
consistent leaderships is beneficial to efficient work . (B. Weatherspoon, Interviewer)

Garcia, D. (2015, November ). Effects of Inconsistent Leadership . (B. Weatherspoon, Interviewer)

Knight, S. (2015, November). Effects of Inconsistent Leadership . (B. Weatherspoon, Interviewer)
Mullen, J., Kelloway, K., & Teed, M. (2011). Inconsistent style of leadership as a predictor of safety
behavior . Work and Stress volume 25, 41-54.

Thompson, L. (2015, November ). Effects of Inconsistent Leadership . (B. Weatherspoon,

Interviewer)