People are a vital ingredient in Finagle A Bagel’s recipe for success. As a quick-serve business, the company strives for high turnover in food, not employees. In fact, careful attention to human resources management has enabled Finagle A Bagel to continue expanding its market share without spending money on advertising. Low workforce turnover means less money and time spent on recruiting and training—an important financial consideration for a fast-growing business. It also means that Finagle A Bagel has the human resources strength to combine super service with fresh food for a distinctive competitive advantage in a crowded marketplace.

1. What effect has diversity had on Finagle A Bagel?
2. If you were the general manager of a downtown Finagle A Bagel store, what job description and job specification would you prepare for a cashier? Based on these, what kinds of questions would you ask when interviewing candidates for this position?
3. Which of Herzberg’s motivation factors are Trust and Litchman emphasizing for general managers?
4. Would it be feasible for Finagle A Bagel to apply the concept of flextime to store employees? To senior managers at the headquarters facility? Explain.