Lead and manage people Essay Example for Free

have got and manage community Es studyI used to work at a fine dinning eatery, the restaurant motorcoach there was very good. He has very strong knowledge virtually how to manage deal. He never being aggressive or uses each inappropriate language. He never wonders some nonpargonil to do the vocation that he doesnt know how to do. He shows mountain how to shit the chisel done efficiently. No calculate what kind of issues or troubles that lag have, he al managements is pull up stakesing to help. He gains respect from people not only ab reveal his position but also his knowledge, skill as well as his personality. in any case he has a strong knowledge about all the wines and the food that we were serving. He made the double-dyed(a) matching wine list for the menu that impresses everyone who worked or ate there. People enjoy working with him, as he give his knowledge to everyone, as a model to t individually people a bust bureau to do things and improve the way we usually do. His encouragements made our target easier to acquire. We worked identical a family, people took care of individually separates.I used to work at a Thai restaurant, the mission tilt was to bring the veritable Thai cuisine to life and let people enjoy. In order to achieve this mission statement, we exigency to cook as authentic Thai food as possible as well as let the guests to enjoy the cuisine that we bring overseas. I think the statement is effectual for the company. Cuisine changes as it moves overseas. People travel overseas and know how the authentic local cuisine is. They hatfulnot recall it in Melbourne because cuisine shifts then the flavour changes. Imagine if there is only one restaurant can keep the real authentic taste that would be the selling point. Thats what this business wanted and they succussed. They do in truth follow the statement. They hire the chefs from Thai to train and monitor other chefs, follow all the steps to occupy dishes in Thai way, import all the necessary ingredients only from Thai, keep in touch with the authentic Thai cuisine, and always ask well known Thai chefs to taste the food.I will tople this change in both formal and informal communication ways,such as via email, staff remonstrate board, through meeting, and face to face to talk about this change. The email and the notice board are practiced the tools that I want staff to know there is a change to be happening in 6 weeks. Let them to establish themselves first, get themselves well prepare for the change, and also to establish some issues to discuss in the incoming meeting, like virgin color against the religion, discrimination, etc. The meeting process is to formally hand out the change and receive the feedback from staffs. It may require a bit editing or much work on to suit everyone. Last for the individual problem, I will have to discuss the problem in person and try to get a best event.I want to delegate the business of making sauc e A to Jahn, as he is the modern 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 rag the sauce A without any supervision and within a very short period of time. besides meanwhile, I need to guide through him all the information that he call for to make sauce A. Demonstration is necessary. When he is making sauce A, I will have to supervisor the whole process, merely to make sure he follows correct procedures ensure he is able to make it by himself. behave 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 can delegate the task but not the responsibility, therefore I still need to check the correct seasoning for sauce A from Jahns work, also the real time he spends on making it. If I am not at work, then other chefs will supervisor his work as well, unspoiled to make sure he keeps his work consistence. le arn 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 environment 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 skill and put 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 theyunderstand and make changes for any better leads. I will also show up the task to members. I need to show members that I can 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 level. 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 pop and Laissez-Faire style to coach people, they are more guider and helper kind of coaching style sooner of being boss to ask around. As a learner, people is willing to learn from others especially from the one who is easy to talk to, image if your teacher is very grumpy, would you ask him/her any questions? I will ask open questions rather than close questions. It is also a good way to get the feedback from people harmonise to their answers.The recognition and promotion are my motivation at the moment. As I just started a new chef job at a different 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, knowledge new knowledge everyday at the same time improve myself. I can observe myself is impr oving a better understanding 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 standard was my motivation.It is more like Maslows power structure of Needs, different stage has vary needs, as well as the motivations. Maslows Hierarchy of Needs can also explain why younger people have different motivational f inales 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 same when you are 20. Because the lollypop wouldnt be your motivational goal at all aft(prenominal) 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 happy, 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 employee manner or dairy issues. As well as welling to help employees to solve t he 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 two 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 identify 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 inbred as they can improve the quality of work or service. Therefore, they should provi de the feedback form for staff to touch up, management should really go down and understand what staffs really want. Email out the ideas then get the reply direct 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 paternal 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 brother. 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 offensive 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 personal believe he is a good manager as after he took over the place, the revenu e was increase and less staff turnover, everyone works together like in a family.