The Garden Depot Case Analysis

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Executive Summary: The objective of the company The Garden Depot is to mainly provide lawn maintenance to a growing demand of customers. At The Garden Depot, Janice Bowman works as the office manager and is responsible for inventory and computer system management. The Landscaping Manager at The Garden Depot is Derek Sinclair, the son-in-law of the Depot owner Murray King. Sinclair is challenged in this position due to his lack of management skills and knowledge of lawn care.

Subsequently, after the hire of Sinclair, the organization deals with several issues that pertain to the inability to adhere to job responsibilities, unprofessionalism and lack of knowledge. The Garden Depot’s employees are unable to fulfill their assigned job responsibilities as they are focused on different aspects of the company, resulting in its inefficient maintenance. Unprofessionalism is another key factor in the downfall of the business. Bowman relinquishes her stress on customers, thus causing the sales to be taken by a competitor. These unsophisticated antics continue to happen as Sinclair shifts his responsibility of work onto a part-timer, John Campbell.  An overall lack of knowledge is also present among the employees as it begins to affect the overall effectiveness of communication within the company. Murray King is distant from his employees and lacks the proper knowledge on how smoothly the company is fairing without his presence and the ability to sustain its productivity. On the other hand, Derek Sinclair’s ignorance of lawn care affects his method of quoting the completed jobs and therefore causes the company to lose funds.

The cause of the inability to adhere to job responsibilities is due to a lack of fit tasks and the company’s organizational processes. Employees are unaware of how to perform certain tasks, leading to dysfunction in the company. There is a lack of fit between the individuals within the organization and their individual tasks. Employees of The Garden Depot are underqualified and lack the basic knowledge needed to allow the company to run efficiently.

In pursuit of a more efficient company, the best solution to fix these ongoing problems would be to have employees be well aware of the job responsibilities of the company and be able to perform tasks using this knowledge within two months, and have employees in two weeks to reorganize the job slips and to complete as many jobs as demanded.

The alternative action in this case would be to terminate Sinclair’s employment. Sinclair is the main cause of the majority of problems in the organization, so in doing this many unsolved issues would be resolved. On top of this, we would need someone to take on Sinclair’s position. Bowman would suit this job placement best as she possesses considerably more coherent management skills in comparison to Sinclair. The next step would be to clarify the job description for each employee. Sinclair was unable to give his employees clear job roles because of a lack of structure, so with further description the company’s activities would run more efficiently. The last action would be to create better training for landscaping employees. The Garden Depot would have jobs if the landscapers were more identified with their tasks.

The most effective plan of action is to fire Mr. Sinclair. This action complies with the goals that were set for where the company and would fix most of the issues discovered in this case. King does not have knowledge that Sinclair is doing an underperforming job, so to fix this there would have to be meetings held to provide evidence of his poor work ethic. Employees excluding Sinclair would relay Sinclair’s incompetence and provide sufficient cause for termination. After Sinclair’s two-week notice has expired, Bowman will fulfill Sinclair’s duties. This would therefore lead to a smoother work process in The Garden Depot. If the action to dismiss Sinclair does not follow through, the company can still achieve some level of success in solving its problems through defining the different job responsibilities. 

UNPROFESSIONAL ISM STILL ONGOING

A majority of the employees of the Garden Depot are unaware of their work environment. There is a lack of fit between the individuals with the organization and their individual tasks. Employees of the Garden Depot are underqualified and lack the basic knowledge needed to allow the company to run efficiently.

In pursuit of a more efficient company  the best solution to fix these ongoing problems would be finalized to be to have employees be aware of job responsibilities in company and be able to perform tasks with this knowledge within 2 months, have employees in 2 weeks to reorganize the job slips and to complete as many jobs as demanded.

The alternative actions in this case that would become would be to fire Derek Sinclair. Derek Sinclair is the main cause of the majority of problems in the organization and many unsolved issued would be resolved. With saying this we need someone to take on Sinclair’s position. Bowman would suit this job placement best as she has coherent management skills compared to Sinclair. The next step would be to clarify the job description for each employee. Derek Sinclair was unable to give his employees clear job roles because of the lack of structure, with further description activities would run more efficiently. The Final Decision would be to create training for landscaping employees. The Garden Depot would have more lawn care orders if the landscapers were more identified with their tasks.

When analyzing this case the most effective plan of action is to fire Mr. Sinclair. This action is complies with the goals that were set for where the company and would fix most issues discovered in this case. King does not have knowledge that Sinclair is doing a poor job, to provide such evidence to the president King, there will be several meetings held. Employees such as John Campbell, Ms. Bowman and Mr. Sampson would relay Sinclair’s incompetence and provide sufficient cause for termination.  After Sinclair’s 2-week notice has expired, Bowman will fulfill Sinclair’s duties. This would therefore cause a smoother work process in The Garden Depot. If the action to dismiss Sinclair does not follow through the company can achieve some level of success in solving its problems through defining the different job responsibilities.

These course of actions would create a more efficient company and it would generate more long-term revenue and better relationships with the consumer and The Garden Depot.

Overview

The Garden Depot is a company that offers lawn maintenance and landscaping services. Janice Bowman is an Office Manager and is self-described as being highly customer orientated and is a great asset to the company because of her 13 years of previous gardening service. Derek Sinclair, a new employee, recruited by his father-in-law, Murray King, the President of The Garden Depot, is the manager of the Landscaping Division. The Landscaping Division has 12 landscapers, 11 of whom were part-time summer staff.  Dave Sampson is the General Manager that oversees both Bowman and Sinclair’s divisions.  The company is faced with complications that include Sinclair’s inability to complete job slips and his inability to lead his division effectively; thus, resulting in a high rate of customer dissatisfaction. Employees are not following the direction and procedures that they are assigned and it is preventing the company from moving forward.