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Taco Bell - Hbr Case

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Submitted By AnandAgarwal
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I ntroduction
The given case deals with the growth of a well-known chain of restaurant named Taco Bell over a period of time. During the given period the restaurant’s sales doubled and profits tripled. This was the result of a series of changes made by the management in the functioning of the restaurant.

How Taco Bell Evolved

PRODUCTION AND PROCESS
The company, with the advent of the modern era, keeping in mind the convenience of the customers increased its POA (point of access) and re-engineered its Multilevel Management system to Team-Managed Units. The earlier system was a “commanded and controlled” organizational structure which was changed to a structure that empowered its frontline employees. This induced a sense of ownership amongst the employees and was also in line with the concept of job rotation. Thus, the work load on the Managers and the General Manager considerably reduced and they got a chance to take up other pending yet urgent responsibilities and instead of being the command and control center, they became coaches and trainers.
Each crew member was trained on functions of product assembly and delivery, cash registers, dining room attendance, labor scheduling, food ordering, interviewing etc. The time limit for obtaining basic proficiency was 60 days. Amongst the crew members a team leader was selected whose performance was higher than the rest. The job of team leader was to assign work on the basis of “aces in their places” which says that during peak hours the crew members will be assigned to the jobs which they excelled at and switch their jobs during off peak hours.

CAPACITY
What management did next was to extend the point on access to schools, factories etc. In order to do that, increased span of responsibility was required which was obtained by empowering the crew members.
All the changes that Taco Bell brought about

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