Ruffian Kelowna, British Columbia, one of the 19 locations Ruffian Apparel is inefficient. Have left current management turnover and low unemployment in the region Kelowna understaffed and take in need of a new branch for the interim manager. Both sales and performance results are far below an acceptable level, and the store seems to fidget. The newly appointed Regional Manager for BC Ruffian Apparel is to report the problem and needs, looking back to Vancouver with h … Read more »

Ruffian Kelowna, British Columbia, one of the 19 locations Ruffian Apparel is inefficient. Have left current management turnover and low unemployment in the region Kelowna understaffed and take in need of a new branch for the interim manager. Both sales and performance results are far below an acceptable level, and the store seems to fidget. The newly appointed Regional Manager for BC Ruffian Apparel is to report the problem and needs, looking back to Vancouver with his recommendations. This case can be used to demonstrate how different theories of motivation might apply objective and compensation plans. The case shows how lead an unsuitable or poorly structured compensation plan and motivational goals to ineffective and harmful results. Students who cause the problems immediately the case to the absence of a store manager will fail to explore the potential for increasing employee motivation and productivity across the board.
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from
Kevin Hewins,
Ann C. Frost
Source: Ivey Publishing
11 pages.
Publication Date: Jan 27, 2010. Prod #: 909C08-PDF-ENG
Kyle Evans at Ruffian Apparel: Staffing a Retail Business HBR case solution