PEPPERCORN DINNING CASESTUDY I. DIAGNOSIS
From studying the whole case, looks like issues are primarily concentrated on group level.
INPUT: Organization design is clearly the major input to group design. It consists of the design components characterizing the larger organization within which the group is embedded.
Below is the mission statement and All-American dining organization’s goals and polices, which are the fundamentals of peppercorn dining.

Though All American Dining encourage participatory decentralized management style, it seem like organization is highly centralized. However worker at unit level are interested in making their own decision. It also looks like there seems to be a lack of communication between management and line employees. It seems that there is general belief among line workers that the management of All-American Dining, as well as the management at Peppercorn doesn’t really care about them. Workers felt that no one cares about them , while there used to be time when personal director used to visit peppercorn dinning once a month as per All-American dinning policies and at that time workers used to feel that someone cared about them and appreciate their work. All the small groups at peppercorn felt that communication is major problem and management are not paying attention to their needs. Groups felt that things didn’t get done quickly specially problem related with repairs and maintenance because there is so much paperwork involved and it has to go through a lot of channels, which is impacting overall productivity. Professional manager and Professional supervisor have lot of power over the other workers but they seem to govern by fear. Computer system had not been working properly. It has been discovered that the ordering system does not always perform optimally causing the employee to be out of product frequently. For