This is a supplemental case to TeaBox - Running Tuck Shops in Hong Kong Schools (A), product 9B08M032. TeaBox management had identified employee dissatisfaction as a major reason for its poor first-year evaluation. Manpower reallocation was seen as a key success factor, and properly executed it could prove to the stakeholders that it was capable of running a successful social venture. The superintendent of TeaBox, formed a committee to decide upon a new manager, and to provide ideas for future expansion.
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