Tanglewood Case 2

The Washington market is stable for Tanglewood. Most of the stores in that area have been in business for at least 10 years, and were managed by one of the founders. This is the reason for the labor requirements remaining constant, because of stability. (Kammeyer-Mueller. 2012. P 15).

b. (1) Store Associate 8500 4505 510 0 0 0 3485

(2) Shift Leader 1200 0 600 192 0 0 408

(3) Dept Mgr 850 0 0 493 102 0 255

(4) Asst Store Mgr 150 0 0 9 69 12 60

(5) Store Mgr 50 0 0 0 0 33 17

c. Tanglewood may have difficulty filling vacant positions externally because retail is seen as an undesirable job market for recent college graduates. This can be because of long hours, low pay, and conflict with lower-level employees. “While these factors lessen as individuals move up the hierarchy, many individuals are reluctant to put in several years in the shift leader and department manager positions to be promoted.” (Kammeyer-Mueller. 2012. P 15). Tanglewood requires all employees to start as associates before moving up to higher level positions. This could also be undesirable for recent graduates looking for management opportunities because they will not want to start from the bottom with lower pay.

d. Year End total 4505 1110 694 171 45

External Hires Needed 3995 90 156 -21 5

Based on Table 1.1, Tanglewood will need to hire a significant amount of associates to fill vacant positions. They will have a surplus of 21 assistant store managers.

e. Tanglewood needs to hire 3995 store associates, 90 shift leaders, 156 department managers, and 5 store managers. The more experienced associates will need to be promoted to managerial positions. Tanglewood needs to cross train employees in a variety of tasks so that each employee can work in various areas of the store. This will help promote teamwork. The company can also look at hiring high school students as part time employees for the associate...