Business Proposal

Customers poop print card game for free, which means they dont have to purchase the card in-store. It is my Job to provide an effective solution. minimise distri stillively employee moldiness scatter out a specimen of 480 per week equaling out to 100% enjoin filling, with an acceptation of 90% for the week. Fillers should overly have no errors with an toleration of one error per one hundred cards. all told orders should be close fit in to the consumers pick list. We thought it would attention the caller-out if we had a focal point for customers to chafe cards via internet. separate argon free and you ordure design them yourself.They can be printed or direct via email. Proposed Approach and subject field Plan In our first approach we leave behinding observe the fillers in this segment to nock real that loitering is the only underlying bed. We do not have a problem with employees socializing, unless there is a Job to be done. If our consumers ar not satis fied with our delivery then that models the lodge in a hard place. We ar falling behind, which causes us to lose money. Employees must be equal to complete the ruffow require of them in order for our business to remain steady. The issue that we atomic number 18 having is not with all of the employees, nevertheless it is effecting everyone. individually filler forget have to check their orders before taking them to the line. After the orders are placed on the line, a ICQ checker leave alone recheck the order to make sure it is correct jibe to its specific pick list. Since the orders are cosmos double checked there should be little to no errors. The point of checking the orders to a greater extent than once is to cut down on the number of errors in each order. The instruction the employees are shapeing will also be observed. I call it would be best if we come in someone on the floor hey are unfamiliar with rather than their team leader or a supervisor.Most times when employees soak up authority they change their routine so that it is pleasing in the eyes of the supervisor. The soulfulness that we put on the floor will be commensurate to observe them for a week. At the conclusion of the week he/she will report to us and we will go further from there. Employees lack the provision and development required to perform their Job duties to the high standards of their employer (Scott, 2014). If this is the case, it is the employer and piece re informant responsibility to produce an feat plan to help the employee develop the skills necessary to improve Job execution (Scott, 2014).It is important that you address instruction execution issues as they rescind and pursue a progressive approach to discipline (Rutgers). If the report from our source rat that loitering is the main issue, we will then conduct a section meeting. In the department meeting we will discuss the issue with the employees. We will also discuss how it is effecting the smart set. After the discussion, we will tell them the consequences of not execute their Job duties to the best of their ability. If tankard is not met in the week, they will cod a write up.After they receive third write ups the employee will be terminated. Disciplining employees is a difficult part of supervision and management (Rutgers). Our customers enjoy the Cards. I dont feel we should kick downstairs the free services, further they should be limited. all told of the cards should not be free. I know the remnant is to draw in more customers, but the goal is also to make money. I return we should rear a certain amount of free Cards when the customers sign up and when they cheer the website to other stack. I imply if we take this approach we would ran more money.We may lose some customers, but I think in the turn back we would still profit. Conclusion The graph displayed is Just an example of the doable projections of our employees. The numbers are displayed as a single nu mber but it is actually in hundreds. Each week their standard progresses. We hope the actual projections are better because these are Just average. Our goal is to make our consumers, customers and employees happy. In order to make this happen we take in to last together. If we have employees that are willing to work and be productive, our company will continue to grow.Employee motivation is suppose to be a respectable steering to get employees to do what you want them to do, according to Deed Parr. It is important to get to know your employees. Showing and organism concerned just about your employees motivate them, which produces better production. A strong and healthy work environment is ever so needed no matter what kind of business you are operating. When you find out what your employees use ups are it is close to use them as positive reinforcement. The more mortalalized the incentive is the more motivation you will strive and the greater the productiveness (Parr, 2004) . Unfit the company. Getting know your employees are important, but you do have those employees that are Just inexhaustible stubborn. You Just have those people that Just dont want to work (Stone, 2014). It will be up to human resources to come up with some vital information to help with the interviewing of the potential employees. I believe that with good information our employees will benefit as well as the company. I think we would also need to conduct an observation of the Cards on the website after the proposed changes.Business ProposalCustomers can print cards for free, which means they dont have to purchase the card in-store. It is my Job to provide an effective solution. background signal Each employee must make a standard of 480 per week equaling out to 100% order filling, with an acceptance of 90% for the week. Fillers should also have no errors with an acceptance of one error per one hundred cards. All orders should be accurate according to the consumers pick list. We thought it would help the company if we had a personal manner for customers to admission charge cards via internet. Cards are free and you can design them yourself.They can be printed or send via email. Proposed Approach and Work Plan In our first approach we will observe the fillers in this department to make sure that loitering is the only underlying issue. We do not have a problem with employees socializing, but there is a Job to be done. If our consumers are not satisfied with our delivery then that puts the company in a hard place. We are falling behind, which causes us to lose money. Employees must be able to complete the work required of them in order for our business to remain steady. The issue that we are having is not with all of the employees, but it is effecting everyone.Each filler will have to check their orders before taking them to the line. After the orders are placed on the line, a ICQ checker will recheck the order to make sure it is correct according to its spe cific pick list. Since the orders are being double checked there should be little to no errors. The point of checking the orders more than once is to cut down on the number of errors in each order. The way the employees are on the job(p) will also be observed. I think it would be best if we put someone on the floor hey are unfamiliar with rather than their team leader or a supervisor.Most times when employees see authority they change their routine so that it is pleasing in the eyes of the supervisor. The person that we put on the floor will be able to observe them for a week. At the end of the week he/she will report to us and we will go further from there. Employees lack the rearing and development required to perform their Job duties to the high standards of their employer (Scott, 2014). If this is the case, it is the employer and human resource responsibility to produce an deed plan to help the employee develop the skills necessary to improve Job performance (Scott, 2014).It is important that you address performance issues as they arise and pursue a progressive approach to discipline (Rutgers). If the report from our source fall apart that loitering is the main issue, we will then conduct a department meeting. In the department meeting we will discuss the issue with the employees. We will also discuss how it is effecting the company. After the discussion, we will tell them the consequences of not playacting their Job duties to the best of their ability. If tankard is not met in the week, they will receive a write up.After they receive trinity write ups the employee will be terminated. Disciplining employees is a difficult part of supervision and management (Rutgers). Our customers enjoy the Cards. I dont feel we should stop the free services, but they should be limited. All of the cards should not be free. I know the goal is to draw in more customers, but the goal is also to make money. I think we should offer a certain amount of free Cards when the customers sign up and when they barrack the website to other people. I think if we take this approach we would ran more money.We may lose some customers, but I think in the end we would still profit. Conclusion The graph displayed is Just an example of the come-at-able projections of our employees. The numbers are displayed as a single number but it is actually in hundreds. Each week their standard progresses. We hope the actual projections are better because these are Just average. Our goal is to make our consumers, customers and employees happy. In order to make this happen we need to work together. If we have employees that are willing to work and be productive, our company will continue to grow.Employee motivation is suppose to be a good way to get employees to do what you want them to do, according to Deed Parr. It is important to get to know your employees. Showing and being concerned about your employees motivate them, which produces better production. A strong and healthy work environment is eer needed no matter what kind of business you are operating. When you find out what your employees interests are it is good to use them as positive reinforcement. The more personalized the incentive is the more motivation you will happen upon and the greater the productivity (Parr, 2004). Unfit the company. Getting know your employees are important, but you do have those employees that are Just outright stubborn. You Just have those people that Just dont want to work (Stone, 2014). It will be up to human resources to come up with some vital information to help with the interviewing of the potential employees. I believe that with proper information our employees will benefit as well as the company. I think we would also need to conduct an observation of the Cards on the website after the proposed changes.Business ProposalMAGALANG Christian ECUMENICAL SCHOOL, Inc. Marbea Subd. , Sta. Cruz, Magalang, Pampanga In Partial Fulfillment for the Requirement in Technolo gy and Livelihood Education IV Business Proposal COCO KNOTS Submitted by Lean Carlo R. Gamboa Submitted to Mrs. Alelie Sapnu-Duldulao Date submitted February 4, 2013 I. Introduction The scientific name for cocoa palm is Cocos nucifera. Early Spanish explorers called it coco, which means monkey face because the three indentations (eyes) on the hairy ice resemble the head and face of a monkey. Nucifera means nut-bearing. Coconut is highly nutritious and rich in fiber, vitamins, and minerals.It is classified as a functional food because it provides many health benefits beyond its nutritional content. The cocoa palm palm is so highly valued by many as both a source of food and medicine that it is called The Tree of Life. The coco provides a nutritious source of meat, juice, milk, and oil that has fed and cater populations around the world for generations. Naturally refreshing, coconut tree water has a sweet, nutty taste. It contains easily digested carbohydrate in the form of st art and electrolytes. Coconut water has less sugar than many sports drinks and much less sugar than sodas and some production juices.Plain coconut water could be a better choice for adults and kids looking for a beverage that is less sweet. I choose this business because coconut water is becoming popular nowadays. spate also are becoming health-conscious and they pick coco water instead of sodas or other fruit juices. Coconut is also cheap and affordable. II. Objectives 1. To earn profit. 2. To gain knowledge about the nature of business. 3. To help people and give them satisfaction. 4. To promote coconut water/coconut juice. III. Management Plan Management is the act of managing, authoritative or conducting a business.Organizational structure is under the management plan. These are the people who provide labor that receive salaries while the owner receives the profit. * Organizational Structure -FIGURE 1- * - Owner responsible for controlling or administering all or part of a co mpany activities and business dealings. * - Cashier responsible for the payments and receipts of the costumer. * - Worker responsible in producing the products that are for trade. Table 1Salaries of the employees. Employees Working Hours Monthly Yearly Cashier 900am 700pm P 5, 000. 00 P 60, 000. 00 Worker 1 900am 600pm P 3, 500. 00 P 42, 000. 00 Worker 2 1100am 800pm P 3, 500. 00 P 42, 000. 00 Table 2 Time Frame Activities Jan Feb Mar Apr May Jun Jul Aug folk music Oct Nov Dec Preparation of business X X Negotiation of financing X X adaption of business X X go downting-up production X X Start of business X IV. mart Plan Marketingis the process used to determine what products or services may be of interest to customers, and the strategy to use in sales, communications and business development. It includes all the activities to develop a product and to discover it from the producers to the consumers. Marketing can be divided i nto four categories called 4 Ps the product, price, place and promotion. * intersection point and Price ITEMS PRICE 1 Liter P100. 00 1 500 ml bottled coconut water P55. 00 1 250 ml bottled coconut water P30. 00 500 ml bottled coconut shake P70. 00 1 250 ml bottled coconut shake P40. 00 * Channel of Distribution Schools/Students 50% Office Workers 20%Walk-in buyers 30% Figure 2 Coco Knots will be located near the AUF School and Hospital. It is the best area for my business since my shoot for clients/customers are mostly students and employees of nearby business establishments. * Place In front of Angeles University Foundation and Hospital. * Promotion archetypical I will advertise my products online, we all know that the net is widely-use nowadays.I will put streamers, posters and tarpaulins along the roads and at highly-populated places. On my opening day, I will offer free 250 ml bottle coconut water for every purchase of 1 liter of coconut water or 500 ml of coconut shake. Fo r the first 10 persons to buy two 500ml of coconut shake gets a free Coco. Knots notebook. V. drudgery Plan Production is the act of creating use value or utility that can satisfy a want or need. It is the process on how certain products has been made or produced. * Flow Chart Figure 1. -Buy ingredients and equipments in the market buy all of the ingredients and equipments needed for the production of your products. 2. - Cleaning and preparing equipments clean the equipments that will be use. Arrange the equipments needed. 3. - Set up store area Check the store if it has defects. 4. - Packaging It will be packed and erect for selling. VI. Tables A) Income Statement COCO. KNOTSINCOME STATEMENTGross sales P1, 019,520. 00 Beginning Inventory P0. 00 Purchases P693,000. 00 Total cost of goods available for sale P693,000. 00 Less Inventory End P27,720. 00 Total cost of goods sold P665,280. 00 Gross Profit on Sales P354,240. 00 Less Operating Expenses Selling Expense P 74,30 0. 00 Salaries and Wages P 144, 000. 00 Total Expenses P 218, 300. 00 simoleons Profit P135,940. 00 ASSETS LIABILITIES Cash P478, 220. 00 Advances from Parents P300,000. 0 Equipments P30, 000. 00 Inventory 27, 720. 00 Coco Knots Capital P 100,000. 00 illuminate Income P135,940. 00 Total Assets P535, 940. 00 Total Liabilities and Prop. Capital P535,940. 00 . A) Owners virtue/ Proprietorship Assets Liabilities = Owners Equity/Proprietorship ASSETS LIABILITIES OWNERS EQUITY/PROPRIETORSHIP P535,940. 00 P300,000. 00 P235,940. 00Business ProposalCustomers can print cards for free, which means they dont have to purchase the card in-store. It is my Job to provide an effective solution. Background Each employee must make a standard of 480 per week equaling out to 100% order filling, with an acceptance of 90% for the week. Fillers should also have no errors with an acceptance of one error per one hundred cards. All orders should be accurate according to the consumers pick list. We thought it would help the company if we had a way for customers to access cards via internet. Cards are free and you can design them yourself.They can be printed or sent via email. Proposed Approach and Work Plan In our first approach we will observe the fillers in this department to make sure that loitering is the only underlying issue. We do not have a problem with employees socializing, but there is a Job to be done. If our consumers are not satisfied with our delivery then that puts the company in a hard place. We are falling behind, which causes us to lose money. Employees must be able to complete the work required of them in order for our business to remain steady. The issue that we are having is not with all of the employees, but it is effecting everyone.Each filler will have to check their orders before taking them to the line. After the orders are placed on the line, a ICQ checker will recheck the order to make sure it is correct according to its specific pick lis t. Since the orders are being double checked there should be little to no errors. The point of checking the orders more than once is to cut down on the number of errors in each order. The way the employees are working will also be observed. I think it would be best if we put someone on the floor hey are unfamiliar with rather than their team leader or a supervisor.Most times when employees see authority they change their routine so that it is pleasing in the eyes of the supervisor. The person that we put on the floor will be able to observe them for a week. At the end of the week he/she will report to us and we will go further from there. Employees lack the training and development required to perform their Job duties to the high standards of their employer (Scott, 2014). If this is the case, it is the employer and human resource responsibility to produce an action plan to help the employee develop the skills necessary to improve Job performance (Scott, 2014).It is important that yo u address performance issues as they arise and pursue a progressive approach to discipline (Rutgers). If the report from our source reveal that loitering is the main issue, we will then conduct a department meeting. In the department meeting we will discuss the issue with the employees. We will also discuss how it is effecting the company. After the discussion, we will tell them the consequences of not performing their Job duties to the best of their ability. If tankard is not met in the week, they will receive a write up.After they receive three write ups the employee will be terminated. Disciplining employees is a difficult part of supervision and management (Rutgers). Our customers enjoy the Cards. I dont feel we should stop the free services, but they should be limited. All of the cards should not be free. I know the goal is to draw in more customers, but the goal is also to make money. I think we should offer a certain amount of free Cards when the customers sign up and when th ey recommend the website to other people. I think if we take this approach we would ran more money.We may lose some customers, but I think in the end we would still profit. Conclusion The graph displayed is Just an example of the possible projections of our employees. The numbers are displayed as a single number but it is actually in hundreds. Each week their standard progresses. We hope the actual projections are better because these are Just average. Our goal is to make our consumers, customers and employees happy. In order to make this happen we need to work together. If we have employees that are willing to work and be productive, our company will continue to grow.Employee motivation is suppose to be a good way to get employees to do what you want them to do, according to Deed Parr. It is important to get to know your employees. Showing and being concerned about your employees motivate them, which produces better production. A strong and healthy work environment is always needed no matter what kind of business you are operating. When you find out what your employees interests are it is good to use them as positive reinforcement. The more personalized the incentive is the more motivation you will achieve and the greater the productivity (Parr, 2004). Unfit the company. Getting know your employees are important, but you do have those employees that are Just outright stubborn. You Just have those people that Just dont want to work (Stone, 2014). It will be up to human resources to come up with some vital information to help with the interviewing of the potential employees. I believe that with proper information our employees will benefit as well as the company. I think we would also need to conduct an observation of the Cards on the website after the proposed changes.