1. Juicy Red Tomato Company
Robert Rogers

2. Juicy Red Tomato Company
Tomato Grower
15 years
5% growth each year
Company has been in business for 15 years and have experienced a growth of about 5% per year.

3. The Situation Increased Internal Costs Trouble Retaining Key Personnel
Unexpected temperature drops
Increase in labor prices
Pests
Trouble Retaining Key Personnel
Over the last 3 years JRT has experienced an increase in internal costs. Representatives in the company explained the increased costs came from unexpected temperature drops, increase in labor prices, and uncontrollable pest issues.
The company has also experienced a lose of several key members of their staff. The employees documented their reason for leaving JRT as "not having a future with the company."

4. End-State Vision Goals Plans to accomplish Goals Expand Operations
Increase Profit
Increase Employee Morale
Plans to accomplish Goals
Institute New Training Programs
Develop Key Personnel
Rewards and Recognition
New Communication Methods
JRT would like to expand their operations but would first like the consulting company to investigate the effectiveness and efficiency of the organizational structure and the manager secletion process. Other goals include increasing profit and increasing employee morale.
Increasing employee morale will help to retain key employees and inturn will help to better JRT and increase profit. One important way to increase employee morale is to increase the methods of communication within the organization. Employees become discouraged when management is disorganized, distanced, or uninformed. Therefore, it is essential to increase communication among managers, between management and employees, and among deparments.
In an effort to accomplish these goals, JRT must institute a new training program to help motivate employees and prepare them for a future at the company. This training program will also help management to identify key employees that may have what it takes to be promoted. However, upon identifying these individuals it is essential that JRT also spend the time and money to properly develop these employees to prepare them for a future advancement.

5. Identify and Assess Risks
Promote and Hire New Managers
Not familiar with organization
Not familiar with managerial responsibilities
Implement Training and Development Programs
Improper information
Rushed
Selection of employees
In order for JRT to expand its operations it will need to hire and/or promote new management staff to prepared for the expansion. With this plan JRT runs the risk of having inexperienced or unknowledgable managers in these new positions. However, with the proper training and development programs in place this risk should be moderately low in severity. In addition, JRT should get an early start on filling the positions so the managers can obtain as much experience as possible.
However, it is imperative that JRT not rush the implementation of the training and development programs. In order to promote/hire qualified individuals proper planning is required. A planning committee should be formed from high ranking management staff with the most experience and knowledge. This committee should make sure the proper information is present in the programs. It may even be a good idea to hire an outside firm to develop and institute the programs. Finally, JRT has to make sure they carefully select the employees that will attend the development program based on manager assessment, tenure, experience, and productivity.

6. Implement the Solution
Research
Communication Systems
Training Methods
Development Programs
Benchmark
Implement Training and Develop Programs
Fill Positions
JRT should benchmark other companies, both within their industry and in other industries, to see possible ideas.
While benchmarking, they should look at communication systems, training methods, development programs.
Next, they need to form a committee to create the programs for developement and training.
After the programs are complete, based on a manager assessment of all candidates, JRT needs to fill the positions of the recent lost employees.
Finally, upper level management must put a new communication system in place that allows information to be easily relayed from management to frontline staff. As well as a way form departments and managers to communicate efficiently and effectively on a daily method. It may be necessary to hire an IT manager to help put new technology in place to help with communication.

7. Evaluate the Results Increase Profit Increase Employee Morale
Annual Report
Increase Employee Morale
Employee suggestion box
Questionnaires
Retain Key Personnel
Advancement possibilities
Opportunities
6 months after implementing the new processes, JRT should evaluate the results of their efforts. This will help them to analyize whether or not the the new procedures are working.
Increase Profit - check the annual report for any increases or decrease
Increase Employee Morale - Create an employee suggestion box and send out questionnaires to employee to receive feedback.
Retain Key Personnel - Look at how man advancement possisbilites exists among current staff and also how many opportunities there has been to advance in the past 6 months. Are there any coming up in the near future?

8. References
Bazerman, M.H. (2006). Judgement in Managerial Decision Making (6th ed.). Hoboken, NJ: Wiley.