Tarrant Food Bank


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Tarrant Food Bank

  1. 2. <ul><li>Tarrant Area Food Bank is a private, not-for-profit serving Tarrant and 12 neighboring counties. </li></ul><ul><li>Mission </li></ul><ul><ul><li>To eliminate hunger in Fort Worth and 13 surrounding counties by providing food, education and other resources to a network of partner charities and their communities. </li></ul></ul>
  2. 3. <ul><li>Have 50 staff members </li></ul><ul><li>They distribute 1.6 million pounds of food to their networks per month. </li></ul><ul><li>They provide food to 300 partner charities. </li></ul>
  3. 4. Tarrant Area Food Bank Service Region Cooke Denton Wise Tarrant Johnson Parker Palo Pinto Erath Hood Somervell Hamilton Bosque Bosque
  4. 5. Offer Several Programs: <ul><li>Operation Frontline: </li></ul><ul><ul><li>Provides nutrition and food preparation classes for families </li></ul></ul><ul><li>BackPacks for Kids: </li></ul><ul><ul><li>Provides children with food over the weekend. </li></ul></ul><ul><li>The Community Kitchen: </li></ul><ul><ul><li>Offers culinary job training for low-income adults. </li></ul></ul>
  5. 7. Distribution Center Layout <ul><li>Community Kitchen </li></ul><ul><li>Pick Up Room </li></ul><ul><li>Drop off Room </li></ul><ul><li>BackPack Room </li></ul><ul><li>Main Office </li></ul><ul><li>Warehouse </li></ul><ul><li>Freezers </li></ul><ul><li>Quality Control </li></ul><ul><li>Second Office </li></ul>
  6. 8. Some Observations <ul><li>All of the staff members knew one another. </li></ul><ul><li>Seemed like a friendly working environment </li></ul><ul><li>They don’t have as much staff as they need so they all try to help and do more that just their job. </li></ul><ul><li>It was a very diverse staff. </li></ul>
  7. 9. Organizational Structure Executive Director Associate Director Food Donations Operations Nutrition Education Food Stamp Outreach Culinary Job Training Events/ Voulenteer Marketing Human Resources Board of Directors
  8. 10. Organizational Approach <ul><li>Systems Approach: </li></ul><ul><ul><li>Hierarchically ordered- consists of smaller subsystems within a larger supersystem </li></ul></ul><ul><ul><li>Interdependent- each department depends on each other to function effectively </li></ul></ul><ul><ul><li>Input-Throughput-Output- they obtain outside resources from their environment (ex: food and money) which then turns into throughput (organizing and repacking the food for distribution) The output is the distribution of the products to agencies and people in the community. </li></ul></ul><ul><ul><li>A system of holism: “a system is more than the sum of its parts” (they come up with ideas together) </li></ul></ul><ul><ul><li>Requisite variety: it is a system of openness which means that “the system must be as diverse and complicated as its environment.” </li></ul></ul>
  9. 11. Organizational Problem <ul><li>Department locations are too spread out. </li></ul><ul><ul><li>Lack of verbal communication and understanding </li></ul></ul><ul><ul><li>Takes longer for information to spread throughout the organization. </li></ul></ul><ul><ul><li>Lack of social collectivity </li></ul></ul>
  10. 12. Solution <ul><li>Have weekly meeting to reduce lack of verbal communication between the departments. </li></ul><ul><ul><li>Would bring together sub-departments. </li></ul></ul><ul><ul><li>Update departments and prevent miscommunication. </li></ul></ul><ul><ul><li>Better understanding of the coordination of activities in different departments. </li></ul></ul>
  11. 13. Organizational Problem <ul><li>Emotions get in the way of business. </li></ul><ul><ul><li>Strong personal attachment </li></ul></ul><ul><ul><li>Individual goals that get in the way of the goals of the organization </li></ul></ul><ul><ul><li>Balance of work and home </li></ul></ul>
  12. 14. Solution <ul><li>Need to create a more “detached concern” </li></ul><ul><ul><li>Will lead to less anxiety </li></ul></ul><ul><ul><li>Create a division between personal and professional life. </li></ul></ul><ul><ul><li>Creating a family friendly culture. Institute family friendly programs for the employees </li></ul></ul>
  13. 15. Organizational Problem <ul><li>Conflict of interest </li></ul><ul><ul><li>The organization has been around 27 years. So there has been a lot of change within the company </li></ul></ul><ul><ul><li>New CEO </li></ul></ul><ul><ul><li>Employees rebel against the change </li></ul></ul>
  14. 16. Solution <ul><li>Managers need to handle change in the correct way. </li></ul><ul><ul><li>Best strategy is underscore and explore. </li></ul></ul><ul><ul><ul><li>Give employees a lot of information and letting them explore the detail. </li></ul></ul></ul><ul><ul><li>Mangers must adjust to the organizational culture. </li></ul></ul><ul><ul><li>Employees must have an balanced concern for self and concern for others. </li></ul></ul>
  15. 17. Things They Did Well <ul><li>They appreciate their jobs and what they are doing for the community </li></ul><ul><ul><li>Makes their job very rewarding when they see their impact on people </li></ul></ul><ul><li>Have personal relationships with one another </li></ul><ul><ul><li>Makes them more willing to work under hard conditions </li></ul></ul><ul><ul><li>They make work fun </li></ul></ul><ul><ul><ul><li>Ex: working under freezing conditions in the refrigerated room </li></ul></ul></ul>
  16. 18. Things They Did Well <ul><li>They specialize in certain areas of the job that they are good at </li></ul><ul><ul><li>When speaking to organizations some prefer smaller school environments while others speak well in political or professional settings </li></ul></ul><ul><ul><li>When someone can’t make it, they always find a replacement to fill in </li></ul></ul><ul><li>Everyone works together to get the job done </li></ul>
  17. 19. Ending <ul><li>http://www.youtube.com/watch?v=jBnf1efiq1o&feature=player_embedded# </li></ul>