ChillGuys by Joseph Pina

ChillGuys

josephpina005 — 2025-01-17 18:11:22 UTC

Are you looking for a shoe that is not to flashy but also gets the people talking? Comfy and easily accessible? Look no further than ChillGuys LLC. I swear we are not a knockoff of HeyDudes and that is because we are only better. The hit shoes are here and do not be late to jump on this trend and be the "Chill guy" in the friend group. Everyone says they're chill but are you?

We plan to use the four fundamental functions of management: planning, organizing, leading, and controlling. With our team of exceptional employees everyone has a sort of managerial position because no idea is a bad idea at least it's not when it comes to just putting something on your feet to walk around on.

Consistency

josephpina005 — 2025-01-24 22:55:19 UTC

We will adapt and revise to the sociocultural environment as well as the the technology of shoes. We will have to keep up with the latest trends and styles. With this said, we will not move to clothing or any sort of accesories just yet until we can get a foot in the door. Not a lot can change in the shoe business, as long as our shoes stay durable, affordable, and appealing to the consumers, there is not a whole lot of uncertainty. The only concern to have really is to not be proactive and act on any mistakes or missed opportunities, such as signing celebrity spokesmen to help advertise the company on our many social media pages. In that way we can keep up with consumers complaints and urgencies.

Cultivating

josephpina005 — 2025-01-24 23:29:28 UTC

We here at ChillGuys LLC will adopt a consistent organizational culture. We will have birthday parties, company kickbacks, dental insurance, and most allow employees to come in work in casual attire importantly. A fun environment is an environment everyone wants to be apart of. As Professor Michael Gillespie says, “We found that culture causes performance, not vice versa"(Williams, 2013). We are not exactly a family but just a very tight-knit friend group that plan to bring an affordable shoe that everyone will treat as if it were top dollar.

Williams, C. (2013). Principles of Management. South-Western Cengage Learning.

To dedicate ourselves to bring comfort and appreciation to the culture. We look to bring everyone together with foot wear that anyone and everyone can feel themselves in.

josephpina005 — 2025-01-24 23:44:03 UTC

josephpina005 — 2025-01-28 03:44:59 UTC

Here at ChillGuys, we almost except our employees to come in with ethics as common sense. Not everyone is inclined to this factor so we of course do not drill it forcefully but rather subtle To address workplace ethics, we will first of all preach and practice the code of ethics. There will always be a disgruntled employee. To remedy such a thing, we appoint management to either have one on one sessions themselves, HR, or ask family members to assist in there rough patch. In some cases, when the employee's antics have become a big excessive and is hurting the vibes of the environment, then we will of course let him or her go. If someone would like to report someone or something, we encourage them to do so to HR because a safe place is a productive space(Williams,pp. 89, 2013). We try to give them a small recess if they happen to be a valuable asset and would hate to lose them so somewhat of a maternity leave or what we like.

Williams, C. (2013). Principles of Management. South-Western Cengage Learning.

josephpina005 — 2025-02-02 19:01:33 UTC

ChillGuys LLC goal is to bring comfort and appreciation to the culture. Our long term goal is to establish a threshold and get our name out in society. We would love to push out around the same number as say a company such as Vans which would be around 2 million pairs a year. Build a respectful brand and following that can gain say a1,000 followers a day on our Instagram page. To Establish our name in the competitive shoe market. What we hope to accomplish daily? We hope to gather a following, sell around 4,500 shoes and increase our shares daily.

SWOT and Intended Strategy

josephpina005 — 2025-02-02 19:02:05 UTC

Strength- Our strength coming in will definitely be the new mysterious shoe on the market that everyone will definitely be interested in.
Weakness-Our weakness will be legacy, we have no loyalty. We have no cult following and we will have to find a way to gain investors to get value to our stock.
Opportunity- Our marketing will make us look like the new trend. We push for comfort rather than performance and teenagers are always looking to be the original so they will be our targeted audience.
Threat- Other comfort shows such as Chaco, HeyDudes, and Birkenstock will be tough competitors but with proper leadership, marketing, and development we should be able to compete.

Williams, C. (2013). Principles of Management. South-Western Cengage Learning.

We will adopt a sort of prospective strategic objective and abide by it's properties(Williams,pp. 100, 2013). What have we accomplish so far and what do we plan to accomplish?

josephpina005 — 2025-02-07 17:22:12 UTC

We have been having a rough going so far and every great organization will and does experience a slight organizational decline. As the book states, "Companies rarely die from moving too fast, and they frequently die from moving too slowly"(Williams, 2013).We are seeing a 10% decline in shares. So from information gathered we are experiencing the 3rd stage in organizational decline, the faulty action stage. We are going to need to tighten up for a while until we get out of this "fork in the road", meaning cost cutting will begin effective immediately. We will decrease or supply of lesser purchased shoe models and increase supply in well perceived, by the public, shoes such as " ChillGuys Nonchalant" which according to charts seems to be getting the most love. We believe we may only use our low prices for so long, so later down the road we we will start putting out higher quality shoes with much higher performance.

Williams, C. (2013). Principles of Management. South-Western Cengage Learning.

josephpina005 — 2025-02-07 17:39:03 UTC

The Olympics are looking for a new signature shoe this year. We are nowhere near being able to hold up ourselves like that neither the style, but what we can do is a partnership. Nike would likely get the deal so what we would propose is a "leisure shoe". Athletes perform an event in Nike shoes, and Athletes chill out in ChillGuys when there are relaxing. I LOVE IT!

2025-02-15 19:19:08 UTC

We have been experiencing a bit of the flu over here at the operations facility and we are down three employees at the moment, but this may be a good thing. We want to not worry about being short staffed in specific functions rather stay cohesive and be proud to take on that extra challenge(which we will award) until a colleague returns. If we neglect to look upon this and plan for it next time, we may begin to see A C-type of conflict because is easily something that can be fixed with proper preparation. If we neglect these obvious cracks then we will most definitely begin seeing more personal vendettas and an A-type will likely outbreak.

Williams, C. (2013). Principles of Management. South-Western Cengage Learning.

2025-02-18 04:04:11 UTC

With the 40% turnover in our design team we have had a couple of disgruntled team member and we are looking to change that because it goes against everything the ChillGuys culture stands for. We look the team leaders for answers, are they motivating the workforce enough? The blame cannot just be on one person rather the system placement. As the book states,"In the leader role, managers spend 43 percent of their time motivating and encouraging workers to accomplish organizational objectives"(Williams, p.11, 2013). So what we will start up an interpersonal recruiting pool and give a chance for lower level employees to prove themselves. If the HR department sees room for improvement then we will look to recruit externally.

Williams,C.(2013). Principles of Management. South-Western Cengage Learning.

2025-02-21 03:15:46 UTC

We will look to compensate our employees for meeting their goals. For example, we can institute a sort of extrinsic reward system, where they sell say 2 pairs of shoes they get a card. They put a card in a raffle and at the end of the month they get like a $50 gift card. This is sort of a fun way to also be competitive with other employees.

Williams,C (2013). Principles of Management. South-Western.

Cengage Learning.

2025-03-03 17:51:13 UTC

When looking for leadership traits here at Chill Guys, we look to trait theory for the standards and characteristics because we depend upon these such people to help people internally and externally(Williams, pp.315, 2013). We want people who can be viewed upon as role models in everyday life, maintain a "chill" and collective personality in dramatic moments but understand what is at stake. This is one of the money qualities we look for when recruiting, even if we do not plan to start them at a manageable position. Someone calm and mellow and can be viewed as a friend to anybody.

Williams, C. (2013). Principles of Management. South-Western Cengage Learning.

https://askaichat.app/chat

2025-03-03 18:16:48 UTC

Being that company who promotes free-will, and coming of age, you think would demote trait control. This is wrong because you cannot have a successful company without control. It is literally one of the four functions of management. We like our managers to encourage concurrent control as being a relatively new company we still are on the ropes with new things, then again we promote our managers to not heckle employees and give them space to perform their duties(Williams,pp. 365, 2013). Output control is another heavy factor we issue to administrate throughout the company as it dictates how we may reward an employee and dictates on who we need to work with the most(Williams,pp. 368, 2013).

Williams, C. (2013). Principles of Management. South-Western Cengage Learning.

2025-03-03 22:37:50 UTC

We have been experiencing some shenanigans with our computers as every time someone logs into their desktop and a picture of Shrek captioned " You got onioned" keeps popping up. We will have HR contact our IT guy and begin a desktop search to ensure these antics are not internal. If they turn out to be internal we will have institute an encryption program for all of our company devices so something like this does not happen again because it is our companies "social responsibility"(Williams,pp. 85, 2013). We may be in the second or first stage of another decline because of this so we will once again institute our measures we took from the 10% hit, but on a lesser scale.

Williams, C. (2013). Principles of Management. South-Western Cengage Learning.