Managers should be effective in meeting the particular purpose of the organization in
which they work. (Mumford, 1986) Pizzeria management should install stringent
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recruitment criteria for managers and staff. Several screenings should be done to sieve
out the right person for the right job. Recruitment specialists could be flown in from
headquarters to aid in the resturant. Everyone recruited should be trained in the basics of
every job, making them an ‘all rounder’. Besides making them a 'all-rounder, training
program also help to enhance employee potential (Northcraft and Neale, 1990). Hence
should there be a need to take up other roles at work, they would not have a problem.
This is to prepare them for possible job enlargement.
Having recruited a new manager, management should ensure that he is instructed with
appropriate training and knowledge. The management may consider attaching him to
another franchise for on-the-job training returning back to manage the existing pizzeria.
After which, he will be placed on a probation period to prove his worth before employing
him full-time. This will minimise the risk of employing a wrong candidate for the job.
The ratio of full-timers to part-timers should also be adjusted so that part-timers form
only a small part of the workforce. This is to call for the increase in commitment level,
hence trying to unify them towards a common goal.