Taco Bells Success Essay -- Business Management Studies Essays

Taco bells SuccessDid Taco prices success result from a top down or bottom-upapproach to alter? What situations drove this change, and whatleadership approach did easy Martin use? What was the old (previous)leadership style and what was its restriction? Taco prices success resulted from a top down approach to change.along with the stark naked constitutional coordinate came the job position ofMarket conductor. heed added this new position to send a strongsignal that they cute different behavior. They wanted people to bebroader managers, good at managing P & L, to be decisive and to takeownership. The Market Managers had a lot of accountability becausemanagement had pushed down a large deal of stopping point making. ace of the situations that spurred this change is the notion ofself sufficiency or the fact that a restaurant can buoy operate by itself.John Martin knew this had to be through with(p) because there were 1500 Taco Bellrestaurants and it is too much extra break to have to constantlymonitor all of them. Management realized that they need newproduction techniques to serve customers more than efficiently. They alsoknew that they need new training and development methods to be morecompetitive and to have more uniformity in the products they wereserving. Management also knew that they needed to install running(a)Information Systems in all of the restaurants in order to keep up withtheir competitors. These are just a few of the many factors that drovethe change of Taco Bell. John Martin introduced the democratic style of leadership to theTaco Bell chain. John Martin acted as a leader who involved hisemployees in the decision making process and delegated a slap-up deal ofauthority to set out level positions. In addition, Martin encouragedparticipation in deciding flow methods and goals and apply feedback tocoach his employees. The laissez-faire style of leadership that had been previouslyused at the Taco Bell restaurants. This means t hat the leader gave hisemployees a great deal of freedom to make decisions and to decide onwork methods. The limitation of this method was that employees had toomuch freedom and were not working to their extensive potential. Inaddition, this method failed because all of the restaurants wereoperating differently which hurt the organization as a whole.2) Was change increment... ...ustry. RM had reports on food cost, labor cost, inventory, destructibleitems and period to date costs, all with variances due to the ATCOsystem. Pods were part of the companys strategy for reaching a pointof distribution to Market Manager span of 60 to 1. Executivesbelieved that 30 to 1 (restaurants to MM) was within reach. If eachrestaurant added a pod, 60 to 1 would be achieved.9/10) Visit a Taco Bell virtual and/or electronic-provide an up todate learning ability based on Structure, Technology, and People as a frameworkfor your response. The structure of the store has changed since the old-ways. Ituse d to be the food-preparers had their backs to the customer. Now thefood-preparation station is perpendicular to the customers Customers can now see how the workers are making their items. The cooking of the food is behind that preparation station. The cash registers are now computers. They are touch-screenmonitors for the employee to enter in the order. The order is thensent to the preparation station where it is placed in queue. Therestaurant manager is visible. The RM is doing something, eithermaking food or taking orders.