1. N-FORCE FITNESS LLC
L E D 4 3 0
P R O F E S S O R L A V I L L O T T I
C R E A T E D B Y :
D E A N ” F I R E B A L L ” P A R A S K E V A
N A T E “ D O G G ” H O R N
O ’ S H A Y “ O ’ S H A Y ” M O R R I S
R A C H A E L “ B O S S ” P H A I R E
G E R A L D “ G - S A M O A ” A U S B Y
3. N-FORCE FITNESS GOALS
1 YEAR: SHARE OUR GYM EQUIPMENT, VITAMINS AND
APPAREL WITH THE PUBLIC
5 YEAR: HAVE OUR EQUIPMENT IN MAJOR GYMS, VITAMINS
IN NUTRITION STORES AND APPAREL IN CLOTHING
STORES
10 YEAR: EXPANDED ACROSS THE COUNTRY AND A
COMMON HOUSEHOLD NAME
4. • The Roles , Titles, Designs & Structure
of our company is very straight and
to the point. We like to use our
advocacy tools such as strategic
moves. The titles that each employee
has are earned and based upon
merit.
• We value our employees with the
highest regard and expect that they
accomplish their goals and jobs
within the company. We make sure
that connection between higher and
lower management flows.
N-FORCE RENOWNED ROLES, TITLES, DESIGN&
STRUCTURE
5. COMPANY RITUALS
• All departments will meet in the morning to discuss the goals and quota output of the day.
• All department heads/ managers will have another meeting in the morning to discuss the
vision of the company and how each department will reach their goals for that day.
• The Leadership of the company will meet in the morning to discuss where the company is
headed and how we are reaching our goals by wanting to have ten stores in five years and
nationwide in ten years.
• Similar to google employees will have a certain time to work on innovative projects to bring
the company and make it better.
6. N-FORCE JOB DESCRIPTIONS
• Research & Development- These employees research and determine how many of our products are used
and distributed. They also let the CEO know how we are developing new ideas for our products.
• Sales &Marketing- Our sales and marketing department has clever ways of advertisement and how to
intrigue our buyers. Sales and Marketing for us is essential. With out a proper team in this aspect we
would fail to prosper.
• Warehouse Operations/Shipping & Receiving- Our warehouse department holds all of our shipments that
go in and out of our shipping and receiving. The Warehouse employees have specific bins and stock
locations for where the items are kept until sale.
• Human Resources- The Human Resource department is very accommodating towards our employees.
They do their jobs efficiently and with professionalism.
• Administrative Automation- Out Administrators keep the records of our company and do basic clerical
work in an office setting.
• IT- The web security of our website is highly important. We value our customers who shop online and
purchase our products. So the computer security Is kept on a tight leash.
• Security- Theft prevention is something that our company needs to work on. This is why we hired our
security in order to keep tabs on our goods.
7. JOB DESCRIPTIONS 2
• CFO
• CEO
• BOARD OF DIRECTORS
• EXECUTIVE MANAGEMENT
• STORE MANAGERS
• SHIFT MANAGERS
8. N-FORCE JOB DESCRIPTIONS CONT’D
Dean
Paraskeva
Board of
Director
(Owner)
of N-Force
Fitness
Gerald Ausby
Regional General
Manager
Rachael
Phaire
Exec Dir.
Of Sales &
Marketing
Nate Horn
Chairman
O’Shay
Morris
CFO of
Security
and IT
Marketing Co.
Director
Marketing Co Pres.
Marketing Co.
Manager
General Manager
Chief Market officer
Vice President
Senior Manager
Administrator
Analyst
Chief of Security
Assistant Chief
Shift Supervisor
Site Supervisor
Site Shift Supervisor
Security Officer
Regional Assistant Manager
Shift Manager
Product Champion
Buyer
Warehouse stocker
Executive Director
Non-Executive Directors
Chief Executive Officer
12. Types of
Cultures:
According to Researcher Jeffrey
Sonnenfeld
1. Academy Culture
The organization provides a stable
environment in which Employees
develop and exercise their skills
2. Baseball team Culture
This type of organizational culture, not
only openly communicates with
employees using expressions but also
regards its employees
3. Club Culture
In this culture, the employees are
required to fit into group, team, and
orginization
N-Force:
• We pride
ourselves of
having a
healthy and
rewarding
mixture :
• Academy and
Baseball team
N-FORCE’S ORGANIZATIONAL CULTURE
13. • Organizational culture is the
behavior of humans within an
organization and the meaning
that people attach to those
behaviors
• It includes vision, values,
systems, symbols, language,
assumptions, beliefs, and
habits
• The ways the organization
conducts its business, treats
its employees, customers and
the wider community
• Organizational culture is the
workplace environment
formulated from the interaction
of the employees in the work
place
CONCEPT:
15. ADVANTAGES FOR N-FORCE
• Financial Benefit
At the economic level, our well-developed culture brings dramatic, sustained increases in
productivity and performance
• Recruiting
N-Force has shown a very powerful recruiting point through the culture the organization has
developed and maintained
• Supply Chain
Supply chain efficiencies depend on our internal cooperation mirrored from our culture
between multiple functions and levels and with external suppliers and customers
• Moral
Our high moral is a key to the Success here at N-force because the culture here can be
closely connected to Trust , Purpose, Loyalty, and faith in leadership
16. ADVANTAGE:
• Responsiveness to change
Strikingly increased openness to change and the desire of employees to make changes work
• Leadership
Culture here at N-force trains managers in people leadership skills and gives them a clearer
sense of their role
• Involvement
Our people naturally want to be involved and go home knowing they are appreciated and
viewed as an important contributing member of N-force
• Responsibility
As our culture develops employees take full ownership for what happens in their work areas ,
problems are solved where they happen and by those affected
17. INSTILLING N-FORCE CULTURE
• As time goes on in our Company, we start to instill the desired culture
in our employees. We do this with a few things.
• Training sessions explaining how we would like their performance level
to be.
• Making sure employees understand that we are a gym/health friendly
company by the incentives we give out. (days off, PTO, company
promotion trips)
• Leaving gym equipment open for use so they gain muscle mass to gain
a better understanding that we have a gym centered culture.
• Offer them nutritional aid in order to understand our supplements, how
they work, and how to get our buyers to experiment with them before
they are added to their gyms.
18. BOUNDARIES AND IDENTITY
• We are a global gym enterprise that provides top of the line gym clothing,
equipment and supplements to patrons all across the United States.
• Our business model is a structural model where all employees can succeed.
• We have four departments that make our company the number one leading
company vitamin supplements, gym equipment and gym apparel.
• We have five departments that work hand in hand with each other to
provide a seamless culture of team building and providing products that our
customers loves.
• Our departments are Sales and marketing, supply/logistics, Human
Resources, Health Professionals and our corporate team.
• There are three four levels of promotion in our company.
19. POWER PLAYS
Power is distributed to each employee at every level
according to their place in the hierarchy
Authority is the power that is delegated to these
people
Status is where team members fall not only in the
chain-of-command, but how each of these members
view other
20. REWARD AND PUNISHMENT
• The first level is entry level. At this level each person in each department starts off
by learning there tasks and duties at a low level in the company. With this they
learn the layout, vision and goals of the company. Plus they learn about the
function of the company from a lower level.
• The second level is account manager. This is where the employees learn
management skills and start to have a team of their own. Managing from 2-5
employees at one time.
• The third level is assistant manager. This person has a leadership position of
monitoring 5-10 employees at one time.
• The final level is manager is where the employee becomes self sufficient and can
be promoted out to open their own business for five to ten thousand dollars and
the first months rent is paid.
• There are also level bonuses in our company for an employee doing an
outstanding job in their departments and recommended by their managers.
21. MAINTAINING N-FORCE CULTURE
• As N-Force has grown in size and culture, we have to stay abreast to
times changing and issues arising.
• We will maintain our company by getting monthly team building
meetings with employees, and serving food and drinks.
• Celebrating birthdays , and every holiday have festivities.
• Calling everyone by their first name, or a professional nick name that
the CFO and CEO agree with.
• After one year, we will share our success with everyone by upgrading
the gym equipment, giving raises to employees who have completed
our goals and sending employees abroad to check out gear that is
shipped to us by our source in Germany and France.
Awesom
e
dumbell
B-day
cake!
“We strive to inspire our employees
and buyers to the highest lengths
they can reach.” Board of Director
(Owner) Dean Paraskeva
22. REWARDS SYSTEM
• After one year we share the profits with the company by taking an all
expense paid trip to a resort and a destination for a week. Every
employee in the company also gets a bonus check and another
percentage from their level of compensation.
• The first level of compensation is a higher bonus at the end of each
quarter.
• The second level after reaching Assistant Manager is picking out a
company car and the company will pay for it. A car and a lease under
30,000 dollars.
• The third level after reaching manager you will be able to get the keys
to your own office and the first months rent is paid for.
23. 3 YEAR DISASTER
15% LAYOFF
MORE POSSIBLE LAYOFFS IN 3 MONTHS
HOW CAN WE TAKE CARE OF OUR MEMBERS?
WE WILL PAY YOUR SALARY FOR THE NEXT 3
MONTHS
CONTINGANT TO RE-HIRE
24.
25. MEASURING N-FORCE CULTURE
Analysis at one year mark
This growth has far
surpassed what the
Board of directors
(Owner) and CEO
thought it would be.
According to GYM
TIMES, N-Force is
doing exceptionally
well compared to
other big time gym’s
and supplement
stores. This is how
we monitor progress
by the amount of
progress show on
these graphs our
Sales& Marketing
department creates.
This is our 12 month gage on
how well we are did. It is a
significant growth compared to
when we first created this
company. Our culture and
mission has been consistent
and we treat employees well.
That is why there is an
increase every time polls are
taken.
26. MORAL DROPS SLIDE
• The executive committee maintains moral by implementing small
incentive programs that do not cost a lot of money.
• The executive committee will also give gas reimbursements to
employees.
• The executive committee will hold meetings to asks for employees input
on other programs and solututions for the economic downturn.
• The executive committee will come up with ways to save money and
recycle paper to save on cost for printing.
• The executive committee will hire an economists to do a presentation
on how we can come out of the economic downturn.
• Finally the executive committee will have team members to talk to each
other for solutions to their respective departments.
27. THEFT SLIDE
• N-Force fitness does not tolerate any type of stealing at any of our
corporate offices. We have hired an outside investigating company to
investigate the crime and have given the investigation to the proper
authorities.
• The proper authorities are the San Diego Police Department and our
own private investigators for our an internal investigation.
• N-Force Fitness will handle the problem internally and give our full
cooperation to the San Diego Police Department. We ask those that
have any questions or concerns please contact our Personal Relations
Manager.
• We have set up meetings with all the departments and managers to
handle any questions personally about this issue.
• Our normal work day will continue as planned. The culture that we have
had before will not change. N-Force Fitness will strive to be number one
in providing the world with vitamin supplements, gym apparel and work
out equipment.
28. SALES AND MARKETING TEAMS
• The sales and marketing teams system will adapt to the culture by
having a set system that they follow.
• The sales team will follow a system that is proven, 8 Keys to Success,
FUGI factor and having a positive attitude in the field.
• The marketing team will look at the culture of the fitness industry and
come up with state of the art marketing tools using the internet,
billboards and marketing techniques.
• This new group emerges from a three day training course held by the
manager of the sales and marketing department.
• The evolution of the sales and marketing team will be everyone’s is
reaching their quota and reaching success as a team.
30. MINOR SCANDAL
• N. Force will hold press conferences and do interviews to
address the scandal by our public relations department.
• The PR department is an outsourced company that deals with
situations that makes companies reputation look bad.
• The PR departments manager will go on tv stations and other
news outlets to answer any question that the public may have.
• N. Force can recover from this scandal by convicing our
customers and the public that N.Force does not tolerate this
type of behavior.
31. OUTSIDE CONSULTING FIRMS
• We will accept the offer from the outside consulting firm to help fix our
culture.
• We demand that the consulting firm help us build an adaptive
organization based on Kotter 8 steps of adaptive change.
• We also demand from the consulting firms to teach all managers the
value of servant leadership and how they can help their employees
succeed.
• Finally the influence that outsiders will have on our culture is a new
start and a different input then the way N-Force has done things in the
past.
