Calvetta Essay

4. How, if at all, should Calvetas organization structure and practices be changed to accommodate growth and effective communication, while maintaining the companys ending?This is a very sticky issue. Growth, along with other factors, seems to consecrate fall effects on company culture, popularly referred to as Antonios way of life. Two forms of growth present themselves to the company. They can either expand into the infirmary segment (which falls in line with core competencies) or they could debase up GSD consequently growing their SLF customer base. Given the issues listed, I slangt believe purchasing GSD would be profitable, as debt financing would have to be undertaken thus, going against Antonios way. However, dog-iron believes they must grow in order to stay competitive within the industry so the former(prenominal) opportunity should be undertaken.The turnover, and promotion rate for Calveta is too rapid. Its one and only(a) of the major issues dissatisfied customers had with the SLF. Frank should consider slowing this down, and perhaps placing raw round members in proper training programs administered by current staff to ensure smooth staff changes. Whilst flexibility and ease of advancement whitethorn make the employees happier, the customers will suffer from the aeonian interrupted changes. Calveta should maintain a degree of normalcy in the workplace, and make it harder to advance (could have unequivocal affects on employees motivation).Another structural issue is the current staff organization. If Frank is worried about the loss of emphasis on his fathers ideals he must communicate this effectively with the staff. Discussion groups, incentive packages, and realizable goals should be established for all staff members, especially new ones, so that company culture is maintained and reinforced.If Calveta are to grow, they will need a larger amount of regional employees. This will most likely prevail to the hiring of persons outside of th e company. Calveta need not hire them right out of college though. They may obtain them from similar companies with similar values and ideals. As GSD is about to be taken over, perhaps the better staff members may wish to cum to Calvetainstead of staying on with a new owner.To ensure continuation of company culture pointed questions in the interview and recruitment process pertaining to it should be asked. Similarly, constant feedback for current employees would reinforce challenge 4, of Antonios way.