Lead and manage people Essay

I used to induce on at a fine dinning eatery, the restaurant manager there was genuinely good. He has very strong d salutaryledge ab tabu how to manage flock. He never being aggressive or uses any inappropriate language. He never expects someone to do the job that he doesnt know how to do. He shows people how to get the job done efficiently. No point what kind of issues or occupations that faculty look at, he al panaches is departing to do. He gains respect from people not lone(prenominal) about his position and excessively his knowledge, scientific discipline as surface as his privateity. Also he has a strong knowledge about tout ensemble the wines and the food that we were serving. He do the perfect matching wine list for the menu that impresses everyone who worked or ate there. People enjoy working with him, as he ground his knowledge to everyone, as a model to enlighten people a interrupt way to do things and improve the way we usually do. His encouragements made our target easier to achieve. We worked exchangeable a family, people took c ar of each others.I used to work at a Thai restaurant, the mission argument was to bring the authentic Thai cuisine to life and let people enjoy. In golf club to achieve this mission statement, we train to cook as authentic Thai food as possible as well as let the guests to enjoy the cuisine that we bring overseas. I approximate the statement is effective for the company. Cuisine changes as it moves overseas. People travel overseas and know how the authentic local cuisine is. They keisternot find it in Melbourne because cuisine shifts then the flavour changes. Imagine if there is only one restaurant shadower keep the real authentic taste that would be the selling point. Thats what this business wanted and they succussed. They do actually follow the statement. They charter the chefs from Thai to train and monitor other chefs, follow all the steps to subscribe dishes in Thai way, import all the necessary ingredients only from Thai, keep in touch with the authentic Thai cuisine, and perpetually beg well known Thai chefs to taste the food.I pass on demonstrate this change in both formal and informal communication ways, much(prenominal) as via email, module notice board, through meeting, and face to face to dress down about this change. The email and the notice board be just the tools that I want staff to know there is a change to be happening in 6 weeks. Let them to discuss themselves first, get themselves well prepare for the change, and also to induce some issues to discuss in the debut meeting, like rising color against the religion, discrimination, etc. The meeting process is to formally hand out the change and receive the sacrificeback from staffs. It may require a bit editing or much work on to equip everyone. Last for the individual problem, I will impart to discuss the problem in person and try to get a best outcome.I want to delegate the job of m aking act A to Jahn, as he is the immature apprentice of the job. As well as sauce A is the dairy big job for this section. In 2 weeks time, Jahn should be able to make the sauce A without any supervision and deep down a very short period of time. But meanwhile, I need to guide through him all the data that he needs to make sauce A. Demonstration is necessary. When he is making sauce A, I will have to supervisory program the whole process, just to make certainly he follows correct procedures ensure he is able to make it by himself. sauce A is a very complex job for anyone, therefore 2 weeks training is required. After 2weeks time, people should be able to make it without supervision. We nominate delegate the task but not the responsibility, therefore I excuse need to check the correct seasoning for sauce A from Jahns work, also the actual time he spends on making it. If I am not at work, then other chefs will supervisor his work as well, just to make sure he keeps his work co nsistence.Coaching is more than just pure training and it involves more of personal relationship over time and in many ways it is like mentoring. It makes better surround for the organisation from management to the workers together to build a better workplace in order to achieve a better result. As a chef de cuisine, I would evaluate each individuals acquisition and congeal them in the right place, such as put someone on web design or programming if he/she is good at doing computer. Then consider the current situation to establish a plan for coaching. Well explain to members about the plan, make sure they run into and make changes for any better leads. I will also demonstrate the task to members. I need to show members that I croupe complete the task better not just I cant do it therefore I have to hand out for you guys. When there is a specific skill require for the cut, I will show them how to do it, and I am willing to help to teach them and develop their individual skill leve l. Teach them what is the best way to do things right here. To help them to multi-tasking from my past experience.I think I will be using democratic and Laissez-Faire style to coach people, they are more guider and helper kind of coaching style instead of being chief to ask around. As a learner, people is willing to learn from others specially from the one who is easy to chatter to, image if your teacher is very grumpy, would you ask him/her any questions? I will ask open questions rather than keep out questions. It is also a good way to get the feedback from people fit in to their answers.The recognition and promotion are my motivation at the moment. As I just set outed a impertinently chef job at a distinct restaurant, everything starts from fresh, humbly gaining knowledge from co-workers. I need to fit in the new working environment is the priority. Within a month period, the recognition from headchef or other chef is my motivation, learning new knowledge everyday at the aforesaid(prenominal) time improve myself. I can see myself is improving a better perceiveing of the food that I make, developing the better skill that as a chef should have, etc. Those factors create satisfaction for myself in order to achieve better position to the job as well as lead co-workers feel is good to have me on board. According to Herzbergs motivation-Hygiene theory, they are leading to satisfaction. My motivation has changed over the past few years. When I first came to this country, I just needed a job to feed myself, therefore my motivation at that time was just money, and I didnt care about the quality of work environment or the skill that I could improve. Then I moved to another restaurant, also I had a fair amount of money to start with, so at that time a better working environment, better pay, better tired was my motivation.It is more like Maslows Hierarchy of Needs, diametrical stage has go away needs, as well as the motivations. Maslows Hierarchy of Needs can also explain why younger people have different motivational goals than older people. At different age group,people are tend to have very needs, those needs result different motivational goals. For example, at age 3 you may do what it takes to satisfy your parents in order to get a lollypop. But you wouldnt do the aforementioned(prenominal) when you are 20. Because the lollypop wouldnt be your motivational goal at all after you already had hundred of them.Assignment activity 7 Trust-Trust employees, headchef give new staff the opportunity to run the section him/herself. Fully delegate responsibilities to new staff without micromanaging the outcome.They feel being trusted, they will work well in a soften environment. If you always doubt the ability of employee, then they are not glad, how could they work for you. Support- Do not hide the information, give employees the information they need to get the job done. Management should make itself open for the talk regards to the employ ee manner or dairy issues. As well as welling to help employees to solve the problems that they are facing. Employees feel loved, then they can provide a better outcome to work for you. Facilitation- Provide a happy environment for employees to work with in order to maximize the outcome.No, I dont think so. One of the previous restaurant that I worked, it doesnt have a well communication system. When we say communication, it means deuce ways, the message from the sender to the receiver, then the feedback from the receiver back to the sender. At that place we have staff notice board and staff communication board. But they are only use to post from the top management only. No staff feedback is needed. It doesnt work as it is only a one way communication tool, it is really hard for management to know if staff understand or award of the new ideas and so on. Within hospitality industry, two ways communication is important, well understand the message and the feedback is essential as the y can improve the quality of work or service. Therefore, they should provide the feedback form for staff to fill up, management should really go down and understand what staffs really want. Email out the ideas then get the reply verbatim from staff may be a good way to start with.The manager at the last place that I used to work, I reckon he uses both paternalistic and democratic management styles. He understands each one ofworkers within the company and he talks to each one of them like family, therefore everyone calls him pal. As a brother, he takes care of each of us and releases the pressure from both workers family and work. He listens to people, and talks to people very gently, never use any unsavory language. When there are some decisions need to be made, he always listens to all the workers need and try to minimize the issues would cause. Those styles were effective for him.He is happy to delegate tasks to colleagues, gaining more power by earning peoples respect. I perso nal believe he is a good manager as after he took over the place, the revenue was increase and less staff turnover, everyone works together like in a family.