Мебельная фирма

• provide high quality of production
• increase production amount
• succeed in management of new production technologies to reach the ultimate aesthetic effect combined with the highest quality of production.

 

2. Long, middle and short-term planning system in the company.

 

“Discom project, Ltd.” is planning production sales to recognize clear enough the demand in company products and foresee its potential sales turnover to choose the most effective promotion channels and bring its production to the customer.

Production sales are being planned due to investigation of consumption and demand processes, market and trade conditions. “Discom project, Ltd.” implements long, middle and short-term forecasting development. According to the marketing forecasts, the company is planning various trade operations, producing capacity development and budgeting.

The advertising department of “Discom project, Ltd.” creates and compiles advertising programs. Its results positively affect the company image and sales volume. For instance, a press conference is planned for the nearest future where mass media and authorities’ representatives will be asked.

The purpose of this conference is to introduce the furniture company “Discom project, Ltd.” to the customers, to describe the situation on Russian and foreign furniture markets, tell about the plans of the enterprise and to inform of the forthcoming exhibition of the company products.

 

.3. Organizational structure of the company.

 

“Discom project, Ltd.” includes furniture assembly and production departments, sales offices network, the head office, including accounting department, sales department, personnel department, design department, advertising department, marketing department and specialized trade sections chain in Moscow shops. The general director is the head of the enterprise, and he directly controls accounting and personnel departments, sales director, who controls sales, advertising and design departments, production director and motor depot director. There are 15 to 30 workers in each workshop, who are subject to foremen who are directly subject to production director.

The company is strictly hierarchical, simple and effective. The drawback of the present structure is the lack of the special separate workshop and workers for the furniture made to order, as conflict situations occur quite regular. A special attention should be paid at inefficiency of the present communication system of the shops, sales offices, design department and the personnel maintaining the order.

 

4. External environment evaluation.

 

There is a special marketing department in “Discom project, Ltd.” specialty consultations are held when necessary, for instance, at compiling an economic forecast. The company realizes the importance of investigation of markets, customers and competitors. It is known that for better and successful functioning you need to constantly track the situation on the markets and continuously search for the new possibilities, especially those which could be actualized with the existing resources.

Last year, in connection with the new municipal program of playgrounds reconstruction, the company prepared some models of benches, tables, sanders, swings, which were offered to the corresponding representatives of housing and communal services, and the company won a large order.

The marketing and the design departments of the company are constantly tracking the latest developments and new design samples of such acknowledged furniture companies as “La Rossa”, “Stilexport”,  “Agos-group” and others.

 

5. Personnel arrangements of the company.

 

There are many managers of higher special education, marketing experts, production managers, accountants, design group, electricians and technicians. General body of the personnel is highly skilled workers and furniture assemblers. Salesmen, furniture-makers, loaders, drivers have a specialized secondary education.

Personnel recruitment and hiring is practiced under announcement of vacancy from external sources as well as transition inside the company, its training and promotion. The fluctuation of personnel isn’t high.

 

6. Forms of financial stimulation.

 

Managers and executives get fixed wages, quarterly bonuses and some percent of profits. Thus, all the staff is interested in the increase of production and sales.

 

7. Company management style.

 

This company is specific to a rather directive style of management, but there are certain elements of democratic style. The director, as well as his deputies, prefers to affect the executives by the means of orders, never tolerates any objections, and very seldom considers someone’s opinion, often interfere with personnel duties and strictly controls their operations. Thus, conflicts occur in managerial staff.

But a very high professional level of the staff and personnel support should also be mentioned. The direction body keeps to the point that an employee should be well informed of the current state of affairs in the company and consider this policy to be one of the methods of activity stimulation.

Some years ago the direction body has realized the necessarity of organizational culture formation. A specially developed program of measures is put into practice. There are some of them:

1. a monthly publishing of an in-company newspaper, which contains complete information for this period. There are the following headings:

• “one of us” – managerial information;

• “tribune” – changes and reformation in strategy and policy of “Mebel-stroi” factory, directives and requirements of the managerial;
• “your questions” – information for the employees of the enterprise;
• “have a break” – congratulations and contests.

2. “your comments and proposals” letterbox;

3. various entertaining activities;
4. a public bulletin board information for employees on the entrance checkpoint.
5. regular services of the “beliy veter” company for conducting of team corporative games, which improve social and psychological climate in the company.

 

8. Changes in the organization, conditions and duties of the employees.

 

Recently the managerial trends that the system should be much more open, and the average executive should know what’s occurs in the company, love it and be proud of it. The above mentioned program of organizational culture formation was developed for that purpose. This year several workshops were repaired and new air conditioning systems were installed and a refreshment room with a broad assortment was open in a nearby building. It was quite a positive step ahead in the relations of the directors and the executives.

 

 

9. Marketing conception.

 

The enterprise possesses and successfully realizes its own marketing conception. The investigations are done regularly and for additional serious marketing investigations experts from other companies are invited, though it’s expensive but effective. Several executives of the company are studying this now.

 

    10. Suggestions on the company management activity improvement.

 

As the direction body realizes that strict directive methods of management are not always successful, we would recommend them to trust their executives, delegate them more authority, as people in the company are ready and willing to take responsibility and take part in making decisions.

A positive moment is a partial release or discharge of the director so he could go in for current accumulated problems.

A negative moment is the lack of a separate workshop and the corresponding workers responsible for private orders execution.

We would like to support the new tendency of open state of company affairs policy for executives. Under observation it comes obvious that the availability of this information has a positive effect on relations of the directors and the executives and on working efficiency as well. People handle their everyday duties much more enthusiastic and with great pleasure when the task is not only clear but it’s also clear why it’s to be done and how it would affect the work and the company purposes.