Required Skills For A Start Up Firm Essay


Discusse some of the required skills for a start up firm against the well-established company.


The case study discussed some of the required skills for a start up firm against the well-established company by attracting the best talents. The process includes the method of recruiting, motivating, and retaining the employees for the future purposes. The study also represent the methods of facilitating different training programs as well as describing the importance of understanding the relevancy of such training session. The initiatives undertaken by the company for the continuous monitoring process will also be discussed in this study. The implementation of the alternative strategies for earning reputation is also highlighted more prominently in this case study.

Case Analysis

Rationale for Mike’s Strategic Training

Mike’s Car wash services have been serving the customers of Indiana and Ohio since 1948. It is notified that the major focus on Mike’s Car Wash is to establish the group of employees with high ethical values and experienced skills for satisfying customers. As stated by Bushnell & Stone (2014), the recognition of the positive traits and dedicated workforce is the most required aspect for achieving the success. Hence, Mike’s has been focusing on training the employees with more skilful efforts and teach them how to treat the customers that will make them dealing with the company for the future prospects. However, in discussing the rationale in this context, it can be mentioned that the biggest challenges are concerned with the establishment of great customer experience. The customer satisfaction is the major concern for a firm to determine their future success. The emergence competitive scenario in the business market influences the customers to replace the services in just a blink of the eyes (Weiss, 2014). Hence, Mike’s has been concentrating on associating skilled employees, providing enough motivation to retain them, and ensuring the scope for their development. The association of the training process would be helpful for Mike’s in such context.

It is seen that Mike’s has the perception that the enhancements of the customer satisfaction is the ultimate process of achieving success and determining the future sustainability. The skilful performance attributes of the employees can be helpful in such context. If the employees get the opportunity or the motivation to grow within an organisation, the efficient performance skill would reflect in the performance outcomes (Shahid, A., & Azhar, 2013). Hence, it is necessary to provide the proper training session that will influence the employees to bring out the better working level, which can be fruitful for satisfying customers.

Supportiveness of Mike’s for training activities

The growth of the employees is the major source for bringing out the efficiency in the performance attributes (Vozikis et al. 2014). Hence, Mike’s has been concentrating on the improvisation of the training process. The belief of Mike’s is highlighting the concerns about the customers. The improvisation of the customer services is the key to achieve the organisational objectives. Therefore, the training session is clarifying the purposes of retaining the employees for longer period. In focusing on such requirement, the first and foremost career path is structuring the job roles (Diwanji et al. 2014). Starting from the ordinary employees to supervisor, then manager, and lastly to the assistant manager is the step wise focus determined by a corporation. Firstly, the candidates need to pass the internal examination with 80% marks. The training includes the extra services like tire treatments and clearing coats.

Supportiveness for Continuous Learning

While undertaking the training and development programs, Mike’s reflects the supportiveness towards continuous learning process. The company is located in 37 places, which requires the better monitoring process. Therefore, Mike’s has launched “In the Loop”, which is a video series. This video series is telecasted once a week and includes the different segments for the training purposes. Each of the segments is of 10 minutes and it describes the diversified methodologies for the training related to the performance of the various stores and the employees. It also provides the description of the communication system through video conference. This innovative communication process through video conferencing is effective enough in building the customer base.

Executive Decisions

It is seen that Mike’s usually conducts two surveys per year to enhance the employee engagement as well as their satisfaction level in time of leave. Formulation of the expert group with fifteen to twenty employees to improvise the training procedures and modifying the skills is also much required in such cases. The execution of such initiatives is the key way to achieve the performance excellence and helpful enough in maximising the effectiveness for the training purposes. The continuous learning is essential and it requires the regular monitoring process. It has been seen that to promote the continuous learning, the CEO of Mike’s reads out the letter consisting the feedback reposes derived from the satisfied customers. These feedbacks are encouraging the company to improve their strong ethical values that are necessary for extracting the similar responses in the future. Hence, the process and procedures are helpful enough in considering the continuous monitoring process. The employees are also encouraged to present their skills for determining the personal and professional traits and ensure the progressive attributes of the company.


Bushnell, N., & Stone, G. (2014). Finding the Next Steve Jobs: How to Find, Keep, and Nurture Talent. Simon and Schuster.

Diwanji, P., Simon, B. P., Marki, M., Korkut, S., & Dornberger, R. (2014, November). Success factors of online learning videos. In Interactive Mobile Communication Technologies and Learning (IMCL), 2014 International Conference on (pp. 125-132). IEEE.

Korschun, D., Bhattacharya, C. B., & Swain, S. D. (2014). Corporate social responsibility, customer orientation, and the job performance of frontline employees. Journal of Marketing, 78(3), 20-37.

Shahid, A., & Azhar, S. M. (2013). Gaining employee commitment: Linking to organizational effectiveness. Journal of management research, 5(1), 250.

Vozikis, G., Mescon, T., Feldman, H., & Liguori, E. W. (2014).Entrepreneurship: Venture Initiation, Management and Development. Routledge.

Weiss, A. (2014). Efficiency wages: Models of unemployment, layoffs, and wage dispersion. Princeton University Press.

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