N-FORCE FITNESS LLCL E D 4 3 0P R O F E S S O R L AV I L L O T T IC R E AT E D BY:D E A N ” F I R E B A L L ” PA R A S K E VAN AT E “ D O G G ” H O R NO ’ S H AY “ O ’ S H AY ” M O R R I SRA C H A E L “ B O SS ” P H A I R EG E RA L D “ G - S A M O A ” A U S BY

N-FORCE FITNESS & WELLNESS PRODUCTS• Specializes in fitness equipment• Vitamins• Sports apparel

N-FORCE FITNESS GOALS1 YEAR: SHARE OUR GYM EQUIPMENT, VITAMINS

AND APPAREL WITH THE PUBLIC

5 YEAR: HAVE OUR EQUIPMENT IN MAJOR GYMS, VITAMINS IN NUTRITION STORES AND APPAREL IN CLOTHING STORES

10 YEAR: EXPANDED ACROSS THE COUNTRY AND A COMMON HOUSEHOLD NAME

• The Roles , Titles, Designs & Structure of our company is very straight and to the point. We like to use our advocacy tools such as strategic moves. The titles that each employee has are earned and based upon merit.

• We value our employees with the highest regard and expect that they accomplish their goals and jobs within the company. We make sure that connection between higher and lower management flows.

N-FORCE RENOWNED ROLES, TITLES, DESIGN& STRUCTURE

COMPANY RITUALS• All departments will meet in the morning to discuss the goals and quota output of the day.

• All department heads/ managers will have another meeting in the morning to discuss the vision of the company and how each department will reach their goals for that day.

• The Leadership of the company will meet in the morning to discuss where the company is headed and how we are reaching our goals by wanting to have ten stores in five years and nationwide in ten years.

• Similar to google employees will have a certain time to work on innovative projects to bring the company and make it better.

N-FORCE JOB DESCRIPTIONS• Research & Development- These employees research and determine how many of our

products are used and distributed. They also let the CEO know how we are developing new ideas for our products.

• Sales &Marketing- Our sales and marketing department has clever ways of advertisement and how to intrigue our buyers. Sales and Marketing for us is essential. With out a proper team in this aspect we would fail to prosper.

• Warehouse Operations/Shipping & Receiving- Our warehouse department holds all of our shipments that go in and out of our shipping and receiving. The Warehouse employees have specific bins and stock locations for where the items are kept until sale.

• Human Resources- The Human Resource department is very accommodating towards our employees. They do their jobs efficiently and with professionalism.

• Administrative Automation- Out Administrators keep the records of our company and do basic clerical work in an office setting.

• IT- The web security of our website is highly important. We value our customers who shop online and purchase our products. So the computer security Is kept on a tight leash.

• Security- Theft prevention is something that our company needs to work on. This is why we hired our security in order to keep tabs on our goods.

JOB DESCRIPTIONS 2• CFO• CEO• BOARD OF DIRECTORS• EXECUTIVE MANAGEMENT• STORE MANAGERS• SHIFT MANAGERS

N-FORCE JOB DESCRIPTIONS CONT’D

Dean ParaskevaBoard of Director (Owner)

of N-ForceFitness

Gerald Ausby Regional General

Manager

Rachael Phaire

Exec Dir.Of Sales

& Marketin

g

Nate HornChairman

O’Shay MorrisCFO of

Security and IT

Marketing Co. Director

Marketing Co Pres.

Marketing Co. Manager

General ManagerChief Market

officerVice President

Senior ManagerAdministrator

Analyst

Chief of Security Assistant ChiefShift SupervisorSite Supervisor

Site Shift Supervisor

Security Officer

Regional Assistant ManagerShift Manager

Product ChampionBuyer

Warehouse stocker

Executive Director Non-Executive

DirectorsChief Executive Officer

Click icon to add picture

OUR MISSION STATEM

ENT

Strong m

inds build

strong co

mpanies

. Hea

lthy e

mployees

produce re

sults

and

impact

the organ

izatio

ns cultu

re. Build

ing stron

g relat

ions w

ith ou

r custo

mers

only

valid

ates t

he pos

itive i

mpact N

-FORCE Fi

tness h

as w

ithin th

e compan

y as

well as

our p

ublic.

VISION STATEM

ENT

TRANSFORMIN

G LIVES

THROUGH W

ORLD CLA

SS

SUPPLEMEN

TS, H

EALTH

EQUIPMEN

T AND APPAREL

OUR ROCKIN’ LOGO

Types of Cultures:

According to Researcher Jeffrey Sonnenfeld

1. Academy CultureThe organization provides a stable environment in which Employees develop and exercise their skills

2. Baseball team CultureThis type of organizational culture, not only openly communicates with employees using expressions but also regards its employees

3. Club CultureIn this culture, the employees are required to fit into group, team, and orginization

N-Force:• We pride

ourselves of having a healthy and rewarding mixture :

• Academy and Baseball team

N-FORCE’S ORGANIZATIONAL CULTURE

• Organizational culture is the behavior of humans within an organization and the meaning that people attach to those behaviors

• It includes vision, values, systems, symbols, language, assumptions, beliefs, and habits

• The ways the organization conducts its business, treats its employees, customers and the wider community

• Organizational culture is the workplace environment formulated from the interaction of the employees in the work place

CONCEPT:

ORGANIZATIONAL CULTURE CHARACTERISTICS:• Innovative & Risk taking• Stability• Attention to detail• Outcome oriented• People oriented• Aggressiveness

ADVANTAGES FOR N-FORCE• Financial BenefitAt the economic level, our well-developed culture brings dramatic, sustained increases in productivity and performance• RecruitingN-Force has shown a very powerful recruiting point through the culture the organization has developed and maintained• Supply ChainSupply chain efficiencies depend on our internal cooperation mirrored from our culture between multiple functions and levels and with external suppliers and customers• MoralOur high moral is a key to the Success here at N-force because the culture here can be closely connected to Trust , Purpose, Loyalty, and faith in leadership

ADVANTAGE:• Responsiveness to changeStrikingly increased openness to change and the desire of employees to make changes work• LeadershipCulture here at N-force trains managers in people leadership skills and gives them a clearer sense of their role• InvolvementOur people naturally want to be involved and go home knowing they are appreciated and viewed as an important contributing member of N-force• ResponsibilityAs our culture develops employees take full ownership for what happens in their work areas , problems are solved where they happen and by those affected

INSTILLING N-FORCE CULTURE• As time goes on in our Company, we start to instill the

desired culture in our employees. We do this with a few things.

• Training sessions explaining how we would like their performance level to be.

• Making sure employees understand that we are a gym/health friendly company by the incentives we give out. (days off, PTO, company promotion trips)

• Leaving gym equipment open for use so they gain muscle mass to gain a better understanding that we have a gym centered culture.

• Offer them nutritional aid in order to understand our supplements, how they work, and how to get our buyers to experiment with them before they are added to their gyms.

BOUNDARIES AND IDENTITY • We are a global gym enterprise that provides top of the line gym

clothing, equipment and supplements to patrons all across the United States.

• Our business model is a structural model where all employees can succeed.

• We have four departments that make our company the number one leading company vitamin supplements, gym equipment and gym apparel.

• We have five departments that work hand in hand with each other to provide a seamless culture of team building and providing products that our customers loves.

• Our departments are Sales and marketing, supply/logistics, Human Resources, Health Professionals and our corporate team.

• There are three four levels of promotion in our company.

POWER PLAYSPower is distributed to each employee at every level according to their place in the hierarchy

Authority is the power that is delegated to these people

Status is where team members fall not only in the chain-of-command, but how each of these members view other

REWARD AND PUNISHMENT• The first level is entry level. At this level each person in each department

starts off by learning there tasks and duties at a low level in the company. With this they learn the layout, vision and goals of the company. Plus they learn about the function of the company from a lower level.

• The second level is account manager. This is where the employees learn management skills and start to have a team of their own. Managing from 2-5 employees at one time.

• The third level is assistant manager. This person has a leadership position of monitoring 5-10 employees at one time.

• The final level is manager is where the employee becomes self sufficient and can be promoted out to open their own business for five to ten thousand dollars and the first months rent is paid.

• There are also level bonuses in our company for an employee doing an outstanding job in their departments and recommended by their managers.

MAINTAINING N-FORCE CULTURE• As N-Force has grown in size and culture, we have to stay abreast to

times changing and issues arising.• We will maintain our company by getting monthly team building

meetings with employees, and serving food and drinks.• Celebrating birthdays , and every holiday have festivities.• Calling everyone by their first name, or a professional nick name

that the CFO and CEO agree with.• After one year, we will share our success with everyone by

upgrading the gym equipment, giving raises to employees who have completed our goals and sending employees abroad to check out gear that is shipped to us by our source in Germany and France.

Awesome dumbell B-day cake!

“We strive to inspire our employees and buyers to the highest lengths they can reach.” Board of Director (Owner) Dean Paraskeva

REWARDS SYSTEM• After one year we share the profits with the company by

taking an all expense paid trip to a resort and a destination for a week. Every employee in the company also gets a bonus check and another percentage from their level of compensation.

• The first level of compensation is a higher bonus at the end of each quarter.

• The second level after reaching Assistant Manager is picking out a company car and the company will pay for it. A car and a lease under 30,000 dollars.

• The third level after reaching manager you will be able to get the keys to your own office and the first months rent is paid for.

3 YEAR DISASTER15% LAYOFFMORE POSSIBLE LAYOFFS IN 3 MONTHSHOW CAN WE TAKE CARE OF OUR

MEMBERS?WE WILL PAY YOUR SALARY FOR THE NEXT

3 MONTHSCONTINGANT TO RE-HIRE

MEASURING N-FORCE CULTURE

Analysis at one year mark

This growth has far surpassed what the Board of directors (Owner) and CEO thought it would be. According to GYM TIMES, N-Force is doing exceptionally well compared to other big time gym’s and supplement stores. This is how we monitor progress by the amount of progress show on these graphs our Sales& Marketing department creates.

This is our 12 month gage on how well we are did. It is a significant growth compared to when we first created this company. Our culture and mission has been consistent and we treat employees well. That is why there is an increase every time polls are taken.

MORAL DROPS SLIDE • The executive committee maintains moral by implementing

small incentive programs that do not cost a lot of money. • The executive committee will also give gas reimbursements

to employees. • The executive committee will hold meetings to asks for

employees input on other programs and solututions for the economic downturn.

• The executive committee will come up with ways to save money and recycle paper to save on cost for printing.

• The executive committee will hire an economists to do a presentation on how we can come out of the economic downturn.

• Finally the executive committee will have team members to talk to each other for solutions to their respective departments.

THEFT SLIDE • N-Force fitness does not tolerate any type of stealing at any of our

corporate offices. We have hired an outside investigating company to investigate the crime and have given the investigation to the proper authorities.

• The proper authorities are the San Diego Police Department and our own private investigators for our an internal investigation.

• N-Force Fitness will handle the problem internally and give our full cooperation to the San Diego Police Department. We ask those that have any questions or concerns please contact our Personal Relations Manager.

• We have set up meetings with all the departments and managers to handle any questions personally about this issue.

• Our normal work day will continue as planned. The culture that we have had before will not change. N-Force Fitness will strive to be number one in providing the world with vitamin supplements, gym apparel and work out equipment.

SALES AND MARKETING TEAMS• The sales and marketing teams system will adapt to the

culture by having a set system that they follow. • The sales team will follow a system that is proven, 8 Keys to

Success, FUGI factor and having a positive attitude in the field.

• The marketing team will look at the culture of the fitness industry and come up with state of the art marketing tools using the internet, billboards and marketing techniques.

• This new group emerges from a three day training course held by the manager of the sales and marketing department.

• The evolution of the sales and marketing team will be everyone’s is reaching their quota and reaching success as a team.

CPU LOSS

MINOR SCANDAL• N. Force will hold press conferences and do interviews

to address the scandal by our public relations department.

• The PR department is an outsourced company that deals with situations that makes companies reputation look bad.

• The PR departments manager will go on tv stations and other news outlets to answer any question that the public may have.

• N. Force can recover from this scandal by convicing our customers and the public that N.Force does not tolerate this type of behavior.

OUTSIDE CONSULTING FIRMS• We will accept the offer from the outside consulting firm to

help fix our culture. • We demand that the consulting firm help us build an

adaptive organization based on Kotter 8 steps of adaptive change.

• We also demand from the consulting firms to teach all managers the value of servant leadership and how they can help their employees succeed.

• Finally the influence that outsiders will have on our culture is a new start and a different input then the way N-Force has done things in the past.

THE RE-INVENTIONTime to improve our imageInternal A new logo

N-FORCE

FITNESS

REFERENCE

Kolb, D

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ay neg

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Navigat

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endas

in bar

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San Fr

ancis

co, C

A: Josse

y-Bas

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