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In: Business and Management

Submitted By kaibyiu
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Mbp Report
Name: Wing Yiu, See (Rix)
Student Number: 13040295
Introduction
A restaurant, which is called Toro noodle bar, has been found in this report. Toro noodle bar is a Chinese restaurant and which is mainly providing the Chinese food to the customers. Despite that, Toro noodle bar focus on serve to the foreigners especially local, rather than focus on Asians. Moreover, the decoration and the service of the Toro Noodle Bar is not same as traditional Chinese restaurant like Toro noodle bar set up a bar table and providing English beer to the customers.
This report will be divided into three sections to analysis this organization and give some recommendation to this company. The first section will concentrate on looking at the five performance objectives such as quality, cost, speed, etc, in order to analysis the company performance. Secondly, this report will base on five performance objectives of the company to create an important/performance matrix, thus analysis the matrix. The last section will talk about the capacity strategy and give the recommendations of the capacity strategy to the company.
First Section
Performance objectives are used to indicators of effective performance. According to SAGE Publications Ltd, “performance objectives in order to ensure that resources are allocated appropriately in operation it is necessary to record, monitor and review aspects of operations performances.” Performance objectives can be divided into five aspects which allow the company to describe the firm’s performance objective; such as quality, speed, dependability, flexibility and cost. Each of the factors will indicate the organizational competitiveness and how the factors are measured.
The Five performance objective:
Quality – Employers would want to do things right. “It is typically defined throughout literature as the degree of excellence of something…...

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...representatives are well placed to identify incidences of discrimination, and to work with employers to ensure that anti-discrimination policies are properly implemented. This helps to make workplaces more attractive to workers – improving staff retention, absenteeism and productivity – as well as reducing management time spent addressing grievances. 1 For example, a study for the Health and Safety Executive (HSE) found that employers with trade union health and safety committees had half the injury rate of those employers who managed safety without unions or had some other process to involve staff. (‘Safety cultures: Giving staff a clear role’, Report by Public Concern at Work for HSE, 1999 (www.hse.gov.uk/research/crr_pdf/1999/CRR99214.pdf). Working with trade unions to improve working conditions/May 2010 ETI member briefing 2 4.7 Provide access to learning and skills Helping members to access education and training is a key priority for unions. Research shows that union recognition has a consistently positive effect on the amount and range of training that is provided to employees.2 In turn, higher skilled employees bring productivity benefits for employers. 4.8 Save money Early identification of problems in the workplace can lead to significant savings, for example by reducing the costs employers face as a result of ill health (including reduced productivity, sick pay, temporary staff cover, and compensation payments from accidents) and reducing staff turnover.......

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...PA: Idea Group, pp. 95–113. Katzenbach, J. R. and Smith, D. K. (1994) The Wisdom of Teams: Creating The High-Performance Organization, Boston, MA: Harvard Business School Press. 246 Bibliography Kim, D. H. (1993) ‘The link between individual and organisational learning’, Sloan Management Review 35(1): 37–51. Kimble, C., Hildreth, P. and Wright, P. (2001) ‘Communities of practice: going virtual’, in: Y. Malhotra (ed.) Knowledge Management and Business Model Innovation, Hershey, PA: Idea Group, pp. 216–230. Koenig, M. (2004) ‘Knowledge Management Lessons Learned: The US Perspective’, Online Information 2004 Proceedings, available at: www.online-information.co.uk/0106/files/conferenceproceedings. brochure?1070303112904.pdf (accessed 2 August 2005). Koenig, M. (2005) ‘KM moves beyond the organization: the opportunity for librarians’, in: Proceedings of World Library and Information Congress: 71st IFLA General Conference and Council, 14–18 August, Oslo (CD-ROM). Ladley, J. (2003) ‘Beyond the Data Warehouse: Beyond Rows and Columns – Unstructured Information, Part 3’, available at: www.DMReview.com (accessed 10 November 2005). Lave, J. and Wenger, E. (1991) Situated Learning: Legitimate Peripheral Participation, Cambridge: Cambridge University Press. Lesser, E. L. and Storck, J. (2001) ‘Communities of practice and organizational performance’, IBM Systems Journal 40(4): 831–41. Liebenberg, J. (2003) ‘The misapprehension of Polanyi in KM literature, ...

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