Taco Bells Success Essay -- Business Management Studies Essays

Taco Bells SuccessDid Taco Bells success result from a make pass down or bottom-upapproach to qualify? What situations drove this change, and whatleadership approach did John Martin use? What was the old (previous)leadership modal value and what was its demarcation? Taco Bells success resulted from a top down approach to change.Along with the new organizational structure came the job position ofMarket Manager. Management added this new position to send a hardsignal that they wanted different behavior. They wanted people to bebroader managers, good at managing P & L, to be decisive and to takeownership. The Market Managers had a kitty of responsibility becausemanagement had pushed down a large can of decision making. One of the situations that spurred this change is the notion ofself sufficiency or the fact that a restaurant can operate by itself.John Martin knew this had to be done because there were 1500 Taco Bellrestaurants and it is too much extra work to impart to constant lymonitor both of them. Management realized that they needed newproduction techniques to serve customers more efficiently. They alsoknew that they need new training and cultivation methods to be morecompetitive and to have more uniformity in the products they wereserving. Management also knew that they needed to install OperationalInformation 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 great deal ofauthority to lower level positions. In addition, Martin encouragedparticipation in deciding work methods and goals and used feedback tocoach his employees. The laissez-faire style of leadership that had been previouslyused at the Taco Bell restaurants. This means that 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 full 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, perishableitems and period to date costs, all with variances due to the ATCOsystem. Pods were part of the companys strategy for comer 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 outlook based on Structure, Technology, and People as a frameworkfor your response. The structure of the store has changed since the old-ways. Itused to be the food-preparers had their backs to the custo mer. Now thefood-preparation station is perpendicular to the customers Customers can now see how the workers are making their items. The readiness 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 pose in queue. Therestaurant manager is visible. The RM is doing something, eithermaking food or taking orders.