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Human Relations Management is how I have chose to run "Big Shoe Co."

I believe that one of the best ways to improve work ethic and connections with employee's is if we use a Human Relations Management. I know it sounds cheesy but if we get to know each other like "family" we can have a more laidback and relaxed work environment, this can help get a "work hard, play hard" mentality going for all employee's of the company. Also as a bonus, the casualness of our work environment can rub off on customers. This will give more incentive to purchase shoes from us. It will also allow us to build a relationship with our customer so they will keep coming back for more shoes!

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Have you ever gone into a depressive, vegetative state because you can't find a shoe that fits you visually and/or comfortably. Look no further than the boys up at "Big Shoe!" We offer the widest selection of shoes this side of the Rocky's! We want to offer a pleasant shoe shopping experience for the customer, and offer a good work experience for employees!

We want to offer a wide variety of quality shoes at an affordable price!

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I would hope for our company for have a stable environment. This will allow us to be more successful and keep our mission in check. However, rarely does this happen. Especially in the clothing industry, things change all the time. But I think that we can rise above that, I don't want to follow fashion trends or see what the weirdest looking shoe is and try to top it. I want to keep consistent with offering a wide line up of well built but affordable shoes. This is not to say we can't make stylish shoes, I would like to make a good looking shoe that everyone can appreciate. But our main goal is not to be trendy.

What general environment components do we need to look out for? The easy answer would be to say all of them, which is true. It is good to be on the look out for all components. But the main two are Technological and Economical. We need to keep track of the economy to know what to charge for our shoes. We also need to keep track of technology to help us manufacture shoes more efficiently.

A good way to keep track of costumers is by sales. It is simple but effective! We need to know what sells well and what doesn't, also to see if we have returning customers. To manage customer satisfaction I would like to have some sort of survey or feedback system. But I want to make it simple so it won't intervene with everyday life, an incentive will also be a good idea, maybe a $5 gift card or something. This quick feedback system would be able to be proactive, by being able to stamp out problems either before they happen, or right when they start.

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Addressing ethical and compliance concerns is crucial. Our Human Relations-style management aims to minimize them, but bad apples may occur. If an employee is “acting up,” we should first assess the issue. Simple issues like a bad day can be easily handled, with occasional follow-ups. However, disrespect, harassment, or bullying require appropriate action based on the severity.

This should be part of our HR department. To ensure proper reporting and prevent suppression, we should offer complete anonymity. A third-party review by someone outside the company can eliminate bias and favoritism.

External HR departments can be good for small businesses as they won't take as many resources away from your business to have an allocated HR department.

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Why Small Businesses Need an External Human Resources Company

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In the dynamic landscape of small business operations, the necessity of an efficient Human Resources (HR) function cannot be overstated. However, for many small businesses, the challenges of maintaining an in-house HR department can be overwhelming.

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It may be ambitious but I hope by the end of year 4 of our business we can start become a profitable company. According to Startups.com the average for really becoming profitable is 4 years. I think this is a good realistic goal, if we can keep up with what the average for small businesses is we can have more goal from there. What https://starteazy.in says is optimal is 20%-30% profit so I want to be there or at least headed there after year 4.

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We have a longterm Distal Goal. but We also really want some short-term goals for in the meantime. One goal I would like to have is to get our Website and all our socials up and established by the end of the year. Online is probably one of the best ways to put yourself out there after all. I would also like to have a storefront found, as in my opinion the best way to buy shoes is when you can go and try them on yourself, we also want a "Human-Relations Management style" which is much harder to do when you are exclusively online. But, I don't have specific time for the storefront goal.

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Our biggest Strengths our in our variety, quality, and affordability.

Variety is the first pillar in our competitive strengths, we plan to have huge variety of shoes that can tend to all needs and wants.

We want a quality shoe, no matter which one you purchase, we want it to be a worthwhile investment.

Affordability is also a valuable advantage to have. We want people to actually be able to purchase our shoes.

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I would say our biggest weakness is our lack of distribution. We want to sell to a wide variety of customers but lack a way to get to those customers.

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One opportunity I hope to have is the ability to open up more locations in the future. Maybe that will be another distal goal.

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My threats are everyone in this class. And big shoe companies like Adidas and Nike. But, these companies will not offer the value of quality and variety that "Big Shoe" will have.

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A virus has hit our Customer service Department, and our Customer Service department only. It's real bad and left us short 3 people. How do we solve this?

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If this were to ever become a situation my plan is to have a contingency plan. Sort of like the Waffle House Index. Hear me out! We shut down certain parts of the Customer Service department if we are short staffed. Slowing down parts of the Customer Service department that aren't crucial to the function of our business. This is similar to the Waffle House Index. If you don't know what the Index is, it is when the restaurant will shut down parts of its menu depending on the severity of the storm. This is primarily used in areas with a lot of natural disasters. I don't plan on getting in too many natural disasters here in Wyoming but I want to adapt this system to be used when we are short staffed.

For staff to perform functions to cover for this. They would need to be cross-trained. Say someone's job is to run our social media and answer phones. We could take them and put them on phones and front desk. Just as an example.

A problem I would want to prevent in this situation is work-overload. I don't want employee's to become unhappy because they are doing 87 jobs at once. That is why shutting down parts of the department is much better, we won't need to worry about emails and social media. We can prioritize more important aspects like answering the phone and working in the physical customer service.

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We often get weather alerts and warnings, especially in locations that get a lot of hurricanes. But what is really a Waffle House Index?

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Our design team is having 40% turnover. I have a hunch of the root of the problem. Our team leader of the design team has been team leader for about 3 months now. That is about when our turnover problem started. But, there is no need to jump to conclusions. I believe we should hear all sides to the story. First I would like to talk to the Team Leader. I want to get his perspective. Then I would like to contact all the current and former members that were working for him individually. If most members collectively agree that the team manager was doing a poor job then that will need to be fixed either by correcting and improving or (hopefully not) termination.

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My pick for motivation theory is Equity Theory. According to the textbook it is "a theory that states that people will be motivated when they perceive that they are being treated fairly" (MGT 3210 Ch 13 Final Presentation)

I feel that this will fit in with my management style of Human Relations. Having people become naturally motivated is a good thing. Using a Distributive Method will ensure that people who are motivated will be rewarded fairly for their efforts. It makes employees more happy, and in turn customers more happy.

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Picture was generated by Padlets AI. I just took the definition from the book and put it in the prompt.

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With the same philosophy as motivation theory, I feel that it is best to use Supportive Leadership. It follows my management style similar to my motivation theory.

The book defines it as "leader is friendly and approachable to employees, shows concern for employees and their welfare, treats them as equals, and creates a friendly climate" (Chapter 14, book)

This style of leadership will also facilitate our getting to know each other when we first begin our journey together.

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Supportive leadership: leader is friendly and approachable to employees, shows concern for employees and their welfare, treats them as equals, and creates a friendly climate 

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Along with good leadership and motivation, it is good to keep things in check and control. A good way to do this would be to provide a way for employees, customers, and other stakeholders to anonymously give feedback to me and/or other managers. Knowing what everyone's thoughts are is a good way to find what you need to control.

This could be in the form of an online survey, suggestion box, etc.

I feel that the most important part of this feedback would be to make it anonymous, this will incentives more people to give 100% honest feedback. And give more transparency into what stakeholders are feeling. You can't keep everyone happy, but if you can keep everyone on the same page (or in the same book even) you will have less of a chance of sub-optimization.

I don't really want to have too many meetings, they waste time. Not that they aren't necessary, you need some. But I don't want to take valuable work time to have a meeting.

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Defined by the book as "a strategy that focuses on improving the way in which the company sells the same products or services to the same customers", I believe this is the strategy we need to use to grow and succeed. The shoe market has become a mess of people trying to come up with something new and trendy, while also sacrificing quality and affordability. Someone needs to make a footwear that is quality and affordable. That's why I hope to steer costumers away from these big companies that are trying to sell them something chincy and expensive.