Question :

Introduction/explanation of the companies current situation 

The Brougham Restaurant is a 5-star hotel located in the CBD as the new senior supervisorof the Brougham restaurant, I have been delegated by the GM to improve the current workculture. I will be using existing data to guide my proposal and investigation.

My proposal has identified 2 main keys area that need improvement, they are as follows

The new General Manager has appointed me as a senior supervisor at the Brougham Restaurant. According to a survey, front-line employees with a high turnover rate were paid 3% more than the national average salary. Long working hours combined with a staffing deficit contribute to a high turnover rate, which leads to demotivated personnel.

Also, practically the whole team was dissatisfied with the last manager's communication, and they felt undervalued and mistreated at times. They also believe they are often blamed when things go wrong due to changes, they were not informed about or consulted on. It has been stored for a long time and is now having a negative impact on the Brougham Dining Room.

Staff issue

• High turnoverof first line employees ( 75% staying less than a year), even get paid more 3% increase
• staff shortageWorking for 49hrs/week

( why they have high turnover )

• Front-line employee – has a chronic sickness recorded
• Bullied and constantly undervalued by their supervisors and management
• Feel often get blamed when things go wrong with changes that they have not been told or consulted about
• Be being treated and spoken like child

Restaurant issue

• 31% of customer would not return – wait to long for service ( P.O.S ineffective )

-> poor revenue

-> lack of professional – look miserable

-  The website was not up to date regarding menus and pricelist

- The local newspaper’s food critic slammed the atmosphere

- Supervisor had resigned, left the company

Current staff situation

• consider their needs in a workplace context; for example, refer to ‘Needs Theories’, such as Maslow’s hierarchyof needs.

(Need not being met)

Maslow’s Hierarchy:

Physiological:

• David : has work for one month with no days off -> don’t have enough time for rest
• Max: has work for 3 weeks with no days off -> don’t have enough time for rest

Safety/Security needs:

• John ‘Scooby’ Doo: working for 3 year but still in Casual Position -> don’t have any job security to protect himself at workplace.
• overwork
• had cut her hand but manager still dressing down in front of customer ( how it not met , why not make she feel she not been look after at work
• Belonginess and love needs : focus on the team

Current staff doesn’t feel like they work at a team at work ( expend more )

• Max:  manage for long periods with no help since joining the company 12months ago

Esteem needs:

leadership style 

Democratic 

Define and explain the leadership or management style you are going to adopt

 Link them to your desired outcomes

- reduce staff turnover

- increase customer satisfaction

 Building the team 

Individual personal development

For a work group to be more productive, each person should complete out all the forms jointly. A meeting must be as effective as the individuals who make this up. For this reason, an annual planning budget will be set aside. An appropriate training approach will be implemented. Individuals in the group will be motivated to continue learning objectives. The group will get together with a task from the leader management training.

Empowerment & Delegation

Definition of delegation

It is instructing employees to do tasks that would ordinarily be performed by someone else, such as a supervisory or management role.

Definition of empowerment

Employee empowerment is described as the way companies provide their workers a certain amount of autonomy and control over their daily tasks. Employee empowerment entails giving workers the tools they need to make crucial choices and assisting them in making sure those choices are proper.

How will each of these work with the leadership / management style you are considering adopting

The key idea is that appealing administration shifts followers' needs, beliefs, dispositions, ambitions, and aims from individual to collective interests, causing them to become particularly attentive to the leader's cause. Magnetic authority energizes installation and development as a result.

What tasks would you delegate and why?

We should allocate the personnel to accomplish something for which they have previously been trained to demonstrate that we believe in their talents and to improve our connection.

Delegating a person to a new task that they haven't done before and that requires supervision, we will construct a lesson to assist a staff member in learning a new task and gaining experience in a different field.

Barriers to delegation and empowerment

Fear of losing power - Managers are sometimes unwilling to delegate authority for fear of losing control. Fear of rivalry from subordinates obstructs the appropriate delegating process.

Lack of confidence in subordinates - A manager may lack confidence in his subordinates' capacity and competency.

Planning

1. How will you communicate the plan to the staff?

2. Identify what the barriers are to effective communication of the plan

3. How the plan links with the motivational theories

4. How the plan links to personal development of your staff

5. Problem solving and decision making

6. Techniques will you use to support problem solving and why

7. Techniques will you use to decision making and why

8. Recommendations for broken or unstable equipment

9. Proactive and Reactive Management Practices 

10. Rewards and Recognition

11. The benefits

Examples of rewards and recognition for individuals and Teams